Did you know you are protected against pregnancy discrimination? The Pregnancy Discrimination Act is an amendment to Title VII of the Civil Rights Act of 1964. It prohibits employers from treating a pregnant woman in an unfavorable way.
If a pregnant woman is unable to perform her regular job duties, the employee should be treated in the same way that the employer is expected to treat any other employee with a temporary disability. Unless it presents undue hardship for the employer, the employer should provide alternate job duties or modifications, disability leave, or leave without pay.
A woman who is pregnant must be allowed to continue working for as long as she is able to perform her job duties. If she has a temporary pregnancy related condition that does not allow her to work for a period of time, but is later able to perform her job once again, she must be allowed to come back to work even though she has not delivered the baby yet. Under the Family and Medical Leave Act (FMLA), the employer must permit a specific period of leave to be allowed (but not forced) after childbirth or adoption.
Ultimately, a pregnant woman has many decisions to work out with her employer, her leave time, work schedule and accommodations. The Fair Employment and Housing Act provides benefits such as health insurance while on leave, use of sick leave, vacation leave or other paid leave while on pregnancy disability leave, and adding sick leave, vacation leave, or other paid leave to the four-month pregnancy disability leave. For more about benefits, discrimination, leave requirements, and return rights, check out this website: Fair Employment and Housing Act
Proving discrimination can be challenging, but with the right legal team, it can be done. Take the first step to protecting yourself and stopping this hurtful and illegal behavior. Take advantage of a free initial consultation to discuss your specific case by calling the toll free number (888) 500-8469 or click here to contact us regarding your case.