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material posted, exchanged or discussed on social media sites may be accessed at anytime without advance notice to the employee. In addition, the policy should prohibitposting material that is obscene, vulgar, discriminatory, personally harassing, or abusiveto another individual. It is important to give specific examples of broadly describedconduct such as “confidential information” so that employees do not understand it toinclude things like pay and working conditions.V. ADA and Pregnancy DevelopmentsThe Pregnancy Discrimination Act was passed in 1978, in part, to overturn a 1976Supreme Court decision, General Electric Co. v. Gilbert, 17which had rejected theEEOC’s broad reading of Title VII b to cover pregnancy bias as a form of sexdiscrimination. The PDA added “pregnancy, child-bearing or related medical conditions”to Title VII’s definition of sex discrimination, 18 and directs that pregnant women “betreated the same for all employment-related purposes ... as others persons not soaffected but similar in their ability or inability to work.” 19New EEOC Chair Jenny R. Yang plans to target what she characterizes as “blatantpregnancy discrimination” still prevalent in the workplace. In July 2014, the Commissionupdated its Pregnancy Discrimination Guidelines with the following key points:• Although pregnancy is not a disability, pregnancy related complicationscould be;17 429 U.S. 125 (1976).18 42 U.S.C. § 2000e(k).19 Id.17