given orders to lift no more than 10 pounds, but was cleared to work by her doctor. Wal-Mart again said they had no light-duty assignments for her, and put her on unpaid leave, then fired her. Arizanovska miscarried again, and presented the reason as stress due to unemployment. She lost her case both in district and appeals court. These cases give background on what is and is not covered by amendments and acts currently in the U.S. Constitution. The major argument in most cases that lost in court was that providing benefits for pregnant workers gave women more benefits than men had, as pregnancy can not occur within a male body. This therefore shut down the cases being tried under the 14th Amendment to the United States Constitution, as it requires "Equal Protection". Other cases show that pregnancies that are not "normal" or have complications, are covered by the PDA and disability, but normal pregnancies are not. Some cases, such as Rentzer v. Unemployment Ins. Appeals Bd. are examples of cases which actually changed or added to the PDA, while most of the others display their limitations. Critiques of the Pregnancy Discrimination Act The Act has received many critiques about what people are protected, and what is protected by the clause. Some critics say that the Act protects employees in a way that is too focused on biology, and does not protect the social aspects of motherhood. That is, while employees would be protected by the PDA for missing work due to her pregnancy, they would not be protected if they had to miss work to care for their sick child. Other critiques include the argument that the Act does not take into consideration the social, cultural, and financial effects of having the capacity to become pregnant, even if one is not currently pregnant. This means that women are discriminated against in the workplace due to the fact that they could become pregnant, causing them to be given lower wages, fewer promotions, and less authority in the workplace. Critics note that because the PDA protects against discrimination "on the basis of pregnancy" that wage differences, lack of advancement, hiring, firing and other discriminatory acts towards women are due to their childbearing capacity, and should be protected by the PDA. Some Liberal Feminists argue that asking for too much under the PDA would actually lead to unequal compensation, and would put