Respond to discussion using own thoughts

You bring up some really good concerns regarding the FMLA's safeguards for expectant workers. Heather's case also reveals violations under the Pregnancy Discrimination Act (PDA), which expressly forbids employment discrimination based on pregnancy, even if the FMLA does offer job security for qualified workers who require leave (Brooks, 2021). Because they are biased rather than based on objective performance concerns, Dr. Thomas's comments on Heather's nursing skills because of her pregnancy are considered discriminatory behavior under the PDA (Pozgar, 2024). Your observation on retaliation is also crucial. Without supporting documentation, labeling Heather insubordinate might amount to unlawful retaliation, which is forbidden by the PDA and Title VII of the Civil Rights Act (Anderson, 2023). You're right to emphasize Heather's moral obligation to promote patient safety. Despite workplace animosity, healthcare workers must put patients' needs first (van Staden Boniface, 2022). Nonetheless, the hospital's inability to conduct an unbiased investigation into Dr. Thomas's allegations points to structural problems with dealing with discrimination. Unless doing so would cause undue difficulty, employers are required to make reasonable accommodations and ensure fair investigations (Gourarie, 2022). Without any proof of wrongdoi both legal safeguards and moral healthcare principles. As you said, a mediated outcome mi ng, Heather's dismissal compromises protecting her rights. ght have upheld professional accountability while