Discrimination can be commonly found in social settings, but it's not limited to just that. Cases of discrimination can be found, and are more widespread than they should be, even in the workplace. An employee can be discriminated against for a variety of reasons by another employee, or sometimes by a manager or supervisor, both of which are completely unacceptable and unprofessional from both a civil rights and business perspective. To protect workers' rights, laws have been passed and enacted over the past fifty years to attempt to abolish discrimination in one of the most necessary areas of an individual's life, the workplace. Title VII of the Civil Rights Act of 1964 is considered the most important law in combating employment discrimination. Title VII strictly prohibits any form of discrimination in the workplace, including, but not limited to, promotions, terminations, pay, use of company facilities, as well as other conditions of employment. (FindLaw) Title VII covers nearly every aspect of discrimination in an individual's employment; however, a shortcoming of Title VII is that anti-discrimination laws are only applicable if the employer has a minimum of fifteen current employees at the time an instance of discrimination occurred. (FindLaw) Although Title VII was originally signed into law in 1964, exactly 50 years ago, several acts can be amended, such as the Pregnancy Discrimination Act of 1978, to help broaden the scope of protection among workers who may be subject Regarding workplace discrimination among the United States, employers must consider pregnancy, the same was another condition that affected work ability in their sick leave programs, medical benefits programs or compensation plans disability. For example, an employer may not discriminate against a pregnant woman and place her on unpaid leave while placing other employees with other conditions on light duty. This is the case of Peggy Young, a UPS package delivery worker who became pregnant and placed on unpaid leave despite trying to reason with the company to allow her to work light shifts. The incident occurred in 2006, but has only now reached the level of the Supreme Court (Huffington Post). UPS recently clarified in a memo to company employees that starting in 2015, pregnant workers will be offered light duty. UPS can use this change as a defense for the Supreme Court hearing, but it should be overlooked because UPS had given light duty to other employees with different conditions, prohibiting Peggy Young from working during her pregnancy, which directly violated the law of 1978. Pregnancy Discrimination Act which was amended to Title VII which states: "Women affected by pregnancy, childbirth, or related medical conditions shall be treated equally for all employment-related purposes, including the receipt of employment benefits. 'scope of fringe benefit programs, like other people not as affected but similar in theirs