(CNN) -- In most of the country, employers can force pregnant workers out of the workplace when their pregnancy interferes with their normal job duties. 

Heather Wiseman, a retail sales associate, lost her job because consuming water while working, an activity necessary to maintain a healthy pregnancy, violated store policy. 

Victoria Serednyj, a nursing home activity director, lost her job because her pregnancy interfered with her ability to lift heavy tables. Her employer terminated her employment even though lifting tables "took up a small part, roughly five to 10 minutes" of her day and her co-workers volunteered to perform this task. 

Workers covered by the Americans with Disabilities Act, by contrast, can continue working despite their physical limitations. 

The Americans with Disabilities Amendments Act of 2008 broadened the ADA to include many short-term and relatively minor physical conditions. Pregnant women who experience comparable physical limitations should also have the opportunity to receive accommodations that will enable them to continue working. 

According to EEOC regulations issued in 2011, the amended ADA requires employers to accommodate persons who experience "shortness of breath and fatigue when walking distances that most people could walk without experiencing such effects." 

It also requires employers to accommodate persons with back injuries resulting in a "20-pound lifting restriction that lasts or is expected to last for several months." In some circumstances, even a far more common 50-pound lifting restriction may qualify an individual for ADA coverage. 

To date, courts have balked at including pregnancy within the Americans with Disabilities Act. They've reasoned the physical limitations accompanying pregnancy are too short-term and minor to qualify as disabilities. 
What are employers able to do to pregnant workers?
Who is Heather Wiseman?
Why was she fired?
What was the name of the nursing home director who was fired?
Why was she fired?
How many minutes of her day was spent doing this?
Did coworkers offer to help her?
What act allows workers with limitations protections in the workforce?
What was it broadened to include?
In what year?
What year were accommodations for shortness of breath added?
What other accommodation is included?
How many pounds restriction was mentioned?
lasting for how long?
Is pregnancy covered by ADA?
What is one reason why not?
and another?
What news station reported this?
What group issued the 2011 regulations?
What does EEOC stand for?
fired them
employers can force pregnant workers out of the workplace
a retail sales associate
Heather Wiseman, a retail sales associate
for consuming water
lost her job because consuming water while working
Victoria Serednyj
Victoria Serednyj, a nursing home activity director, lost her job
she couldn't lift tables.
lost her job because her pregnancy interfered with her ability to lift heavy tables.
five to ten minutes
 lifting tables "took up a small part, roughly five to 10 minutes" of her day 
yes
her co-workers volunteered to perform this task. 
Americans with Disabilities Act
Workers covered by the Americans with Disabilities Act, by contrast, can continue working despite their physical limitations
short-term and minor conditions
broadened the ADA to include many short-term and relatively minor physical conditions
2008
The Americans with Disabilities Amendments Act of 2008 broadened the ADA
2011
According to EEOC regulations issued in 2011, the amended ADA requires employers to accommodate persons who experience "shortness of breath
back injuries
It also requires employers to accommodate persons with back injuries
a 20 and 50
 a "20-pound lifting restriction that lasts or is expected to last for several months." In some circumstances, even a far more common 50-pound lifting restriction may qualify an individual for ADA coverage. 
several months
"20-pound lifting restriction that lasts or is expected to last for several months
no
courts have balked at including pregnancy within the Americans with Disabilities Act
physical limitations too short-term
They've reasoned the physical limitations accompanying pregnancy are too short-term and minor to qualify as disabilities.
too minor
They've reasoned the physical limitations accompanying pregnancy are too short-term and minor 
CNN
(CNN)
EEOC
According to EEOC regulations issued in 2011
unknown
unknown