Finally:
Among other issues, the guidance discusses:

-The fact that the PDA covers not only current pregnancy, but discrimination based on past pregnancy and a woman's potential to become pregnant;
-Lactation as a covered pregnancy-related medical condition;
-The circumstances under which employers may have to provide light duty for pregnant workers;
- Issues related to leave for pregnancy and for medical conditions related to pregnancy;
-The PDA's prohibition against requiring pregnant workers who are able to do their jobs to take leave;
-The requirement that parental leave (which is distinct from medical leave associated with childbearing or recovering from childbirth) be provided to similarly situated men and women on the same terms;
-When employers may have to provide reasonable accommodations for workers with pregnancy-related impairments under the ADA and the types of accommodations that may be necessary; and
- Best practices for employers to avoid unlawful discrimination against pregnant workers.

http://www.eeoc.gov/eeoc/newsroom/release/7-14-14.cfm