A recent 8th Circuit case involved a bank teller who suffered from morning sickness and abandoned her teller station daily on numerous occasions and sometimes was unable to complete a pending transaction with a customer. The evidence showed that the employer tried to find an accommodation in response to her doctor’s recommendation that she be allowed to keep a beverage at her station and be excused from work if necessary to deal with her sickness. She was allowed to have a beverage at her station and offered the opportunity to work a different shift each day after her morning sickness subsided. The employee rejected this. The Court found that the mere use of the words “pregnant lady” and the careful documentation of the situation were certainly not to be considered evidence of pregnancy discrimination. Again, the Court reminded employers and employees that the Court does not stand as a super-personnel department to determine the fairness of business judgments made by the employers, except to the extent those judgments involve intentional discrimination. Elam v. Regents Financial Corporation (8th Cir. 2010).