It’s exactly what you expected.  Don’t do it – in triplicate.  Any evidence that an employer knew of a pregnancy (office gossip and whatever) and then made an employment decision based on it, or in advance made a decision based on stereotypes about applicants is prohibited.  And don’t even think about considering an applicant or employee’s past pregnancy or someone’s capacity to become pregnant.  No kidding…but they found the EEOC found a need to repeat it.

No leave policies with gender based distinctions, no accommodations different for one employee temporarily unable to perform a job than another, and all benefits and infertility insurance coverage must be the same for everyone.  You knew this already, right?