With the same issues currently pending before the U.S. Supreme Court, the Equal Employment Opportunity Commission (EEOC) issued new enforcement guidance under the Pregnancy Discrimination Act yesterday. This guidance details EEOC’s expansive position on when pregnancy-related conditions will be considered “disabilities" under the Americans with Disability Act (ADA), and seems to adopt the ADA’s “reasonable accommodation” obligations for many non-disabled pregnant employees. It also makes light duty available to pregnant workers, even if an employer’s light duty jobs are only for employees who were injured on the job.