Title VII does not bind my response as a parent to my child’s complaint like it binds an employer’s response to an employee’s complaint.
An ostracism from a social network likely should not support a claim for retaliation.
Legalities aside, this issue asks a larger question: What kind of employer do you want to be?
Title VII’s religious accommodation provision is the law of the land, and it does not permit value judgments based on the religion of the person making the request.
If you don’t have a document-retention policy, you should.
If employers grant employees accommodations under the ADA, Title VII will almost certainly compel them to do the same for pregnant employees.