claim brought under Iowa Code chapter 216, we look to the ADA and cases interpreting its language.”). However, we must be mindful not to substitute “the language of the federal statutes for the clear words of the Iowa Civil Rights Act.” Hulme v. Barrett, 449 N.W.2d 629, 631 (Iowa 1989). The federal pregnancy discrimination act states: It shall be an unlawful employment practice for an employer— (1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin.... 42 U.S.C. § 2000e-2(a) (2006). The statute defines “because of sex” as “including], but are 369 (3d Cir.2008) (<HOLDING>); Kocak v. Cmty. Health Partners of Ohio, Inc.,
holding woman who claimed she was terminated after giving birth because she became pregnant was part of the protected class holding that plaintiff could not establish a prima facie case of discrimination because she was unable to present evidence that she was qualified for the position holding that a prima facie case is subject to independent review holding woman who alleged she was terminated for having an abortion stated a prima facie case for discrimination holding to establish a prima facie case of racial discrimination a plaintiff must show he 1