The EEOC participated as amicus curiae (a "friend of the court") on appeal and argued that a jury could find the defendant used its "no restrictions" policy as a pretext for discriminating on the basis of pregnancy against the plaintiff. Latowski could not produce such a note, and the company later terminated her. When a nursing home learned one of its nursing assistants, Jennifer Latowski, was pregnant, it required her to provide a doctor's note stating she had no work restrictions. Court of Appeals for the Fifth Circuit held that discharging a worker because she was lactating or expressing milk is illegal under Title VII's broad definition of "sex" discrimination, as well as under the specific terms of the Pregnancy Discrimination Act added to Title VII in 1978. In a precedent-setting decision, the U.S.
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