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On Wednesday, the Supreme Court allowed a lawsuit brought by a pregnant driver against UPS to proceed. The driver, Peggy Young, was told by her doctor that she shouldn't be lifting more than 20 pounds. UPS drivers, however, have to lift 70 pounds. She asked for an accommodation, UPS said no, and Peggy was unable to work, eventually losing her medical benefits.

The Supreme Court's decision has wide-ranging implications for pregnancy discrimination and sets out a new test for determining whether an employer action is discriminatory toward a pregnant employee. Here's what GCs need to know.

Are employees in your company traveling abroad for work? Depending on how high up they are in the company, what industry you're in, and where they're going, robbery and kidnapping are genuine concerns. So, too, are natural disasters and diseases. Pretty much same as here, but with a different legal system to content with.

Don't worry, though; you can keep them safe! Here are four things in-house legal counsel should know about mitigating the risks to your employees traveling abroad.

For a lot of attorneys, working in-house is an accomplishment in and of itself. But even with highly desired jobs, some places are better than others. What should be an attorneys dream in -house position?

Here's three great places that should count as many lawyer's fantasy employers. Lawyers interested in unique work environments, where employees are both challenged and rewarded, and where the enterprise is at the top of its field, should check out:

The increase in digital devices, cloud-based services and virtual offices have made it less and less necessary to be physically present when conducting business. The emails, reports and business presentations that can be written from a cubical can just as easily be produced from a local coffee shop, often with greater productivity and work satisfaction. It's a great time to be a telecommuter. Or is it?

Telecommuting is common among tech workers and expanding even to entire law firms. Yet, it's not without legal risks. Whether you're reading this from your home office or your office office, here's some things in house counsel should keep in mind when their company considers telecommuting.

T-Mobile's email and confidentiality policies violate the law by limiting employees' ability to talk about basic work issues and are illegal, an administrative judge with the NLRB ruled Wednesday. The communication giant's copious confidentiality policies were so broad that they illegally chilled employees' right to engage in protected activities, such as discussing workplace wages and conditions.

T-Mobile's policies were so expansive that even its entire employee handbook, with all the terms and conditions of employment, discipline, and performance review, was considered confidential. However, even more tailored policies, such as T-Mobile's requirement that employees refrain from discussing internal investigations, "clearly restrained" employee's rights to engage in Section 7 activity.

Employees quit all the time, but do you have the sneaking suspicion that several employees are quitting all at once? Maybe you're just paranoid, but as they like to say, just because you're paranoid, it doesn't mean they're not watching you.

A mass exodus of employees can and does happen, for a variety of reasons. Here are some common exodus scenarios and what you might be able to do about them:

The EEOC has settled a disability discrimination lawsuit against Gregory Packaging, the manufacturer and distributor of Suncup juice products found in schools and medical institutions throughout the country.

Gregory Packaging has agreed to pay $125,000 to settle charges that it illegally terminated a machine operator at its Newnan, Georgia, packaging plant after learning that he was HIV-positive.

The settlement comes as a reminder that the Americans with Disabilities Act covers a wide range of individuals and conditions, and is not just limited to the most traditional or visible disabilities.

For companies looking to celebrate St. Patrick's Day at work, March 17th can be tricky ground. The holiday, a Catholic feast day for the patron saint of Ireland, has evolved into a celebration of Irish heritage and culture in the United States. Every year, Chicago dyes its river green; New York hosts a parade for 2 million spectators; and Hoboken, New Jersey, gets flooded with publicly urinating binge-drinkers. According to Time, St. Pat's is the drunkest holiday behind New Year's Eve.

A holiday that's as closely tied to four leaf clovers as four pints of Guinness can provide plenty of opportunities for potential legal problems. In-house counsel should be particularly cautious if their office is planning on hosting a St. Patrick's Day celebration.

Uber and Lyft continue to "disrupt" their way right into court, where drivers for each company allege in separate lawsuits that they're employees, not independent contractors.

The companies, of course, claim that their drivers -- excuse me, "partners" if you're Uber -- are independent contractors, meaning Uber and Lyft don't have to pay the "employer" part of the payroll tax or otherwise abide by wage and hour laws that apply to employees but not contractors.

Apparently unfamiliar with The Streisand Effect, the International Franchise Association, along with four owners of various franchises, are suing the City of Seattle to enjoin enforcement of the city's new minimum wage ordinance. The ordinance would take effect April 1 and would raise the city's minimum wage from $9 to $15 an hour.

Despite what The Huffington Post is insinuating, McDonald's isn't suing the city, nor is any McDonald's franchisee. On the other hand, a ruling in favor of the plaintiffs would definitely benefit those franchisees. The real issue, though, is whether the ordinance unfairly discriminates against certain kinds of employers.