(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.  QUESTIONS:

Q1:
1. Does pregnancy appear in the Americans with Disabilities Act?
2. Does the Americans with Disabilities Act cover pregnancy?
3. Are you covered by the Americans with Disabilities Act if you get pregnant?
