What Prohibits Workplace Discrimination Against Pregnant Employees?

employment lawyer los angeles ca

The United States Department of Labor has declared that women make up close to 50% of the recent workforce. Of those, 85% will become pregnant during their careers. Women are working longer while pregnant and they are also returning to work sooner after giving birth. It is not unusual for pregnant employees to face discrimination in various areas. Such practices are prohibited by law but that doesn’t mean they don’t take place because they do.

The city of Los Angeles is home to 3.90 million people. There are over 100,000 employees in LA. Many are women and not all are treated fairly.

If you are a victim of pregnancy discrimination, speak to an Employment Lawyer Los Angeles, CA. There is help available to navigate your claim through the legal system. Pregnant employees are protected by law and it is your right to be treated fairly and to stand up for your rights.

California Law and Pregnancy Discrimination

The California Pregnancy Discrimination Act is a law that prohibits discrimination against employees that is due to pregnancy or childbirth. Pregnancy often includes its share of unique challenges ranging from medical tests and doctor visits to symptoms and possible complications. Pregnancy should be a pleasant experience as much as possible. Problems in the workplace should never play a part in pregnancy or in childbirth or thereafter.

There are times pregnant women face discrimination within their workplace. They are worried their pregnancy will cost them their jobs or even a pay raise or promotion. When the baby is born, oftentimes the situation only gets worse. It is wrong to have to stress over unfair treatment in the workplace.

No employer should deny reasonable requests that arise during and immediately after pregnancy. Unfortunately, some employers do. They have an attitude when pregnant employees have to take off for appointments or other requirements of pregnancy and deny them advances and promotions. Pregnant applicants are often denied a position due to their status of being pregnant. The law prohibits discrimination against pregnant employees, but the law is sometimes ignored which puts the employer in violation.

What Constitutes Pregnancy Discrimination?

Pregnancy discrimination in the workplace involves treating a pregnant employee or applicant unfavorably because of pregnancy, childbirth, or any medical condition that may arise from being pregnant or giving birth.

This is an area that can get complicated. An employer can say that the pregnant employee was denied a promotion because of lack of skills or experience but if you know otherwise, it is your right to contest the decision and to claim that pregnancy discrimination was the reason.

It is highly advisable to hire an Employment Lawyer Los Angeles who can dig deep and prove that your employer treated you unfairly due to pregnancy. A lawyer who is familiar and experienced in the laws governing discrimination amount pregnant employees can work miracles in your case. Don’t go through it alone.

California Law Against Discrimination Due to Pregnancy

The Pregnancy Discrimination Act of 1978 states that employers are prohibited from discriminating against any employee based on pregnancy and all that surrounds pregnancy such as birth and breastfeeding. It covers all aspects of the workplace and employment such as hiring, firing, promotions, job assignments, training, layoff, and benefits like health insurance. This law applies to all employers with 15 or more employees. State, federal, and local government employers are included in this law as are labor organizations and employment agencies. No employer is exempt as long as they have 15 or more employees.

More About Pregnancy Discrimination Under the Law

Employers of pregnant employees are required by law to provide the exact same kind of benefits to all employees across the board. When an employer offers benefits such as disability, life, or health insurance, a pregnant employee cannot be denied the benefit. Health insurance should cover pregnancy and all medical conditions related to it such as childbirth and any complications that could arise. Failure to adhere to this is against the law.

The law also states that conditions that are related to pregnancy may be considered a form of temporary disability. Morning sickness, childbirth, and recovery from childbirth as well as any complications that arise are examples of temporary disabilities that are or can be experienced by pregnant employees.

New moms are entitled to pregnancy discrimination protection too. From taking a leave right after the baby is born to making sure the baby gets to doctor appointments, new mothers cannot be discriminated against and not allowed to tend to new mother matters and cannot suffer consequences for taking care of the duties of being a new mom.

When an employer does not act in accordance with the law, he or she is liable for a lawsuit. If you are having an issue with an employer, contact an attorney who will evaluate your case and advise you from there.

Do I Need a Los Angeles Employment Law Attorney?

If you have tried to rectify the situation at work where you are being discriminated against due to your pregnancy, you can turn to a Los Angeles Employment Law Attorney who will defend your rights that you’ve been afforded under California law. Compensation may be due to you if you have lost wages or the opportunity to earn more. Sit down with a knowledgeable lawyer who is well-versed in California law concerning such matters and get a free evaluation of you case.

Point Law Group: When You Can’t Afford Not To Win

If you are looking for an expert in both employment law and pregnancy discrimination cases, contact Point Law Group. The legal team of experts are highly experienced in defending the rights of pregnant employees and those who are nursing or have newborns. If you are set on winning your lawsuit, you’ll be happy to know we are too. We are passionate about what we do and would love to speak with you. Contact us at (310) 560-0606.

Categories: Blog, Employment Law
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