Pregnancy discrimination is often thought of as a subset of gender discrimination and, unfortunately, is still a problem. Under federal and state laws, it is unlawful for an employer to discriminate against an employee because of pregnancy, including childbirth and related medical conditions.
Not only does it prohibit an employer from terminating or refusing to hire a woman because of her pregnancy, but it also prohibits discriminatory treatment for compensation (including any benefits), promotions, demotions, and so forth. An employer’s discrimination can arise prior to pregnancy (i.e.: fertility treatment), during pregnancy, and even after pregnancy when the employee returns to work.
The laws related to pregnancy discrimination are complex and require a comprehensive understanding of employment law. For instance, the federal Pregnancy Discrimination Act only applies to employers with 15 or more employees. Additionally, pregnancy claims often relate to the Family and Medical Leave Act (FMLA) claims because of maternity leave.
The Case Law Firm has the experience and knowledge to develop a plan to meet a client’s needs and goals. The Case Law firm can assist employees in identifying and bringing pregnancy discrimination and related claims against the employer.