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It is quite common for employees to get pregnant or plan to become pregnant while in the workforce. Unfortunately, many employers use this positive event in one’s life as a way to retaliate against employees, fire or demote them, or refuse to provide resources or accommodations the employee needs to do their job. Victims of pregnancy discrimination might benefit from seeking out a Palmdale pregnancy discrimination lawyer to understand their rights.
The attorneys at Nosrati Law, A Professional Corporation, have decades of experience in successfully representing victims of employment discrimination. Together, they have won several million-dollar settlements for their clients in whistleblower retaliation and wage and hour cases.
They also have experience winning cases in pregnancy discrimination, religious discrimination, and gender discrimination. Let the skilled attorneys at Nosrati Law, A Professional Corporation, review your case in a free consultation and provide personalized support for your claim.
Pregnant employees are legally protected under federal and California state law. Under these laws, employers must treat pregnant employees similarly to employees with short-term disabilities. These protections apply to almost every facet of the employment process, including:
The addition of a new family member should be an exciting time in a person’s life. The last thing a pregnant person needs is the stress of discrimination from an employer. An attorney can help victims of pregnancy discrimination by:
While it is not legally necessary to hire an attorney to file a pregnancy discrimination claim, it can be incredibly helpful. An employment lawyer can tell you if you have a viable case and review your options with you. A robust legal team can help build your case for you while you worry about taking care of your family.
A: In order to prove a pregnancy discrimination case, the employer must have known that the employee was pregnant at the time of the discriminatory actions. The employer must have also committed discriminatory actions against the employee due to their pregnancy, including firing them, not promoting them simply because they are pregnant, or not allowing them to take time off work for maternity leave.
A: In Palmdale, California, pregnancy is considered a temporary disability. This protects employees from retaliation simply for being pregnant. A pregnant person should expect the same treatment from their employer as a non-pregnant person with a temporary disability, which allows them to request appropriate accommodations. According to Title VII, which amended the Civil Rights Act of 1964, discrimination against pregnant employees is legally considered sex discrimination.
A: The Pregnancy Discrimination Act of 1978 was an amendment to Title VII of the Civil Rights Act of 1964. This amendment specifically addresses discrimination against pregnant employees. It states that pregnant employees must be treated the same way as other employees. This includes equal treatment in hiring and termination, pay, benefits, and promotions. Employers cannot determine an employee’s ability to work only based on the fact that they are pregnant.
A: Pregnant people have protections for a wide variety of aspects surrounding employment. Refusing to hire someone or firing someone simply because they are pregnant are some examples of pregnancy discrimination. It also includes things like limiting a pregnant person’s access to promotions or training, forcing them to reduce their hours or duties, or not providing them with reasonable accommodations upon request.
Pregnancy discrimination is the last thing a soon-to-be or new parent should have to worry about. Working with an attorney can help recover damages that benefit your whole family. Schedule a consultation with Nosrati Law, A Professional Corporation, to see how you might benefit from a pregnancy discrimination claim.