This morning, the United States Supreme Court handed down its decision in Young v. United Parcel Service (Case No. 12-1226). The case addressed whether, and in what circumstances, employers are required to provide workplace accommodations for pregnant employees with medical limitations. Seems obvious, right? Wrong. Workplace accommodations are required for employees who are disabled under the Americans with Disabilities Act (ADAAA). Common accommodations include: flexible work schedules, tele-commuting, intermittent leave, and ergonomic work space furniture. But pregnancy is not a "disability" under the ADA…..