A Federal appellate court ruled that AT&T violated the Pregnancy Discrimination Act (PDA) by refusing to adjust pension benefits that were partially based on pre-PDA calculations.  Persons who were on disability leave were given full service credit under the old AT&T policy, but only provided up to 30 days of credit for employees on personal leave, which included pregnancy leave.  After PDA was passed, AT&T changed its policy.  The Supreme Court reversed the decision of the lower court and ruled that AT&T did not violate the PDA because its policy was not discriminatory at the time it occurred.  This should be helpful as we have more and more types of illegal discrimination, especially a Federal sexual orientation law.  AT&T Corp.  v. Hulteen, et al. (U.S. Sup. Ct. 2009).