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Under Title VII, it is unlawful sex discrimination for an employer with 15 or more employees to discriminate against a worker on the basis of pregnancy, childbirth, or related medical conditions. Women who are pregnant or affected by pregnancy-related conditions must be treated in the same manner as other applicants or employees with similar abilities or limitations. For example, an employer cannot refuse to hire a pregnant woman because of her pregnancy or because coworkers, clients, or customers have prejudices against pregnant women. In addition, existing employees can’t lose their jobs because of a pregnancy as long as they are able to perform their jobs. Even if a woman is temporarily unable to perform her job because of pregnancy, the employer must treat her the same as any other temporarily disabled employee, such as modifying job tasks, giving alternative assignments, or [allowing] disability leave or leave without pay. Finally, employers must hold open a job for a pregnancy-related absence the same length of time jobs are held open for employees on sick or disability leave.