According to the Pregnancy Discrimination Act, how must an employer treat a pregnant employee?

Under the Pregnancy Discrimination Act, an employer is required to treat a pregnant employee in the same manner as other employees who have similar work abilities or limitations. This means that any decisions regarding job assignments, promotions, health benefits, and other employment-related matters should be based on the employee's ability to perform their job rather than their pregnancy status.

This approach promotes equal treatment and prevents discrimination against employees based on pregnancy, childbirth, or related medical conditions. By treating pregnant employees the same as those with other medical conditions or temporary disabilities, the act aims to uphold the principles of fairness and equality in the workplace.

In this context, less favorable treatment (as suggested in the first option) would violate the principles set forth by the legislation. Requiring medical documentation (as indicated in the third option) is not a stipulation of the law for treating pregnant employees. Additionally, treating a pregnant employee as if no pregnancy-related condition exists (as mentioned in the fourth option) neglects the recognition that pregnancy can carry specific health-related considerations that need to be accommodated.