answer section accompanying the regulation specifies that, an employer must hold open the job of a woman absent because of pregnancy “on the same basis as jobs are held open for employees on sick or disability leave for other reasons.” 29 C.F.R. Pt. 1604 App. Question 9. On the other hand, the PDA does not require that employers treat pregnant employees better than other temporarily disabled employees. Troupe v. May Dep’t Stores Co., 20 F.3d 734, 738 (7th Cir.1994); Maganuco v. Leyden Community High Sch. Dist. 212, 939, F.2d 440, 444 (7th Cir.1991); H. Rep. No. 95-948 at 4-5 (1978), reprinted, 1978 U.S.C.C.A.N. 4749, 4752-53 (basic principles of the PDA); see also California Fed. Sav. and Loan Ass’n v. Guerra, 479 U.S. 272, 289 & n. 29, 107 S.Ct. 683, 694 & n. 29, 93 L.Ed.2d 613 (1987) (<HOLDING>). Rhett argues that Carnegie terminated her
holding that neither the ada nor the rehabilitation act applies to prison employment holding because the district court refused to grant plaintiff reinstatement or any other injunctive relief the damage award was neither incidental to nor intertwined with any other relief holding that the pda neither requires nor prohibits states from mandating maternity leave and reinstatement policies holding that neither zafiro nor lane established a constitutional standard binding on the states holding that designation is neither a sentence nor a punishment