Equal Employment Opportunity Commission v. Delta Air Lines, Inc.

**EEOC v. Delta Air Lines (1977)** This case involved Delta Air Lines' employment policies for flight attendants in the 1970s. The Equal Employment Opportunity Commission (EEOC) and a group of female flight attendants challenged two company policies: strict weight limits that flight attendants had to maintain, and a requirement that pregnant flight attendants take mandatory leave from work. The workers argued these policies discriminated against women and violated federal employment law. The court ruled entirely in favor of Delta Air Lines. The judge granted summary judgment, which means the court decided Delta should win without even going to trial. The court dismissed all discrimination claims and found that Delta's weight restrictions and mandatory maternity leave policy did not violate Title VII, the federal law that prohibits workplace discrimination based on sex. This ruling matters for workers because it shows how employment discrimination law was interpreted differently in the 1970s compared to today. While this specific decision favored the employer, it represents an early challenge to workplace policies that disproportionately affected women. Over time, similar cases and changing laws have provided workers with stronger protections against pregnancy discrimination and appearance-based employment policies.