There are California and federal laws in place to prevent employers from discriminating. These laws include disallowing discrimination against women based on pregnancy.
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These laws protect employees against various types of discrimination.
Oftentimes, pregnant women are targeted because they become less productive as their matronly instincts kick in full steam. But expectant women remain protected under various laws. In fact, California’s Fair Employment and Housing Act (FEHA) prohibits employers from discriminating against pregnant women. This is a form of illegal harassment. In fact, termination, demoting the woman’s position or any other actions are discriminatory.
Ehline Law Firm has years of experience helping personal injury victims like you. What makes us different is our service and the fact that we have won millions of dollars for people just like you. In fact we have helped plentifully bestrewn women treated like dupes for years now. But this is only part of why we are one of the most respected and beloved attorney groups in L.A., California.
Read more below about your legal rights, duties, and obligations under the law.
Employers with 15 or more employees must adhere to the Title VII of the Federal Civil Rights Act of 1964. The Act states employers not to base job decisions on employee protected rights, such as sex. Then in 1978, there was an amendment to Title VII Federal Civil Rights Act.
This was when Congress passed the Pregnancy Discrimination Act. Passing this amendment, Congress sent a clear message to employers. Because of these laws, bad actors will become penalized if they discriminate against pregnant women in the workplace.
Pregnancy discrimination can manifest itself at various stages.
The stages of Pregnancy Discrimination Are:
Employers are prohibited against discriminating against the employee under any of these circumstances. Also, they cannot harm employees who intend to become pregnant. Employers are barred from asking women if they intend to become pregnant during the hiring or employment process.
Also, it is you employer’s duty to ensure reasonable accommodations for pregnant employees like you.
The employer must adhere to the California Family Rights Act (CFRA). These provisions involve pregnant employees in the state of California. Most of all, they mandate that the woman can have up to 12 weeks of leave following childbirth. So if disabled by pregnancy or medical conditions, she gets four months leave from work.
The FMLA is another protection from employee pregnancy discrimination. Under the CFRA leave for birth of an infant includes one of three elements:
Disabled pregnancies get covered under the California Disability Leave Law (“PDLL.”) Any violations of these laws by the employer are illegal. Hence, you, the employee may have an employee pregnancy discrimination claim against your employer.
One important thing to know under California PDLL laws, is that when employees suffer short-term disabilities like pregnancy protections will kick in.
Here, employers cannot make work decisions based on pregnancy, childbirth or any related conditions. Nor can employers fire you because you are a pregnant woman. Most of all, your employer is not allowed to determine when the pregnant employee, you, must take leave.
Nor may employers force the employees to stop working at a specific point in the pregnancy. The employee cannot get transferred or demoted upon returning to work after giving birth.
Also, there are other issues covered under pregnancy discrimination as follows:
Employers are not permitted to demote the woman’s position either. So just because it may require business travel, the company is stuck. So employers cannot assume the new mother will not want to be away from the infant. Even when intentions are thoughtful, it is still discrimination when the employee did not request a job change or full time to part time.
Most of all, California's PDLL requires employers to accommodate pregnant employees at work reasonably. So employers should voluntarily consider granting an extended leave of absence from work.
The PDA requires employers to provide pregnant employees with reasonable job accommodations.
Also, there are some other California state laws requiring employers to provide reasonable accommodations. And this also means to all pregnant employees. And this is even if their condition is not considered a disability.
The federal Family and Medical Leave Act (FMLA), requires employers to provide pregnant employees with time off from work. But first off, it is for enumerated conditions.
They must be pregnancy-related. And this includes related medical conditions, childbirth and bonding time with the infant. This Act covers employers with at least 50 employees.
California and some other states require employers to provide unpaid leave. But usually, this is for certain pregnancy disability. Here, when the pregnant employee is physically unable to work time off is awarded.
So if it is due to the pregnancy and impending childbirth employers beware. Smaller employers may have laws applicable to provide additional leave time from work. And the pregnant employee will seek this under the FMLA.
If an employee is a victim of pregnancy discrimination or harassed, people call us. When faced with this dilemma, a California pregnancy discrimination attorney can be of assistance. This experienced lawyer can advise the mother-to-be what her employee rights are. The lawyer can discuss the state and federal laws.
Laws may also entitle the pregnant employee to punitive damages. In Southern California, the Ehline Law Firm attorneys have experience. They are pros in handling pregnancy discrimination claims.
And they have done so against both large and small companies on behalf of the expectant mother. If you feel your employee’s rights got violated call us now at (213) 596-9642.