YOU HAVE RIGHTS UNDER THE PREGNANCY DISCRIMINATION ACT
Our Tampa pregnancy discrimination lawyer relies on the Pregnancy Discrimination Act, which is an amendment to Title VII of the Civil Rights Act of 1964. It outlawed sex discrimination. The 1978 federal legislation was a specific response to the harassment, retaliation, and prejudicial treatment of women who became pregnant while employed.
More than 30 years later, many employers are still discriminating against pregnant women in the workforce. The skilled workplace discrimination attorneys at the Feldman Legal Group represent female employees who have been terminated or otherwise mistreated in violation of the Pregnancy Discrimination Act or the Family and Medical Leave Act.
PREGNANCY DISCRIMINATION IS ILLEGAL
If you were denied a job or singled out for reprisal because of pregnancy, childbirth, or maternity leave, contact us to learn your rights in a free, confidential consultation. Our Tampa pregnancy discrimination attorneys will investigate if you are a victim of adverse employment actions for getting pregnant.
THE PREGNANCY DISCRIMINATION ACT
Some employers seem to take it personally when a female employee becomes pregnant, as though she were somehow disloyal to the company. Some employers object to the hassle and expense of maternity leave and replacement workers. When these attitudes cross the line into adverse employment actions (harassment, withheld pay or benefits, demotion or termination), the employer may be liable for monetary damages.
AMONG PROTECTIONS UNDER THE PREGNANCY DISCRIMINATION ACT:
- An employer cannot refuse to hire a woman on the basis of her pregnancy or pregnancy-related condition.
- A pregnant woman’s marital status can never be the basis for discrimination, including refusal of employment, denial of benefits, discharge or discipline, or harassment by management or co-workers.
- An employer cannot single out a pregnant woman with special procedures to determine her ability to work nor arbitrarily preclude a pregnant woman from certain jobs.
- An employer cannot require a pregnant woman to provide a doctor’s note for pregnancy-related sick leave or disability leave unless all employees are required to submit doctor’s documentation for absences.
- An employer cannot manage the employee’s pregnancy. She can work up until the birth of her child if she chooses. If she has had pregnancy-related absences or complications, she cannot be required to stay off the job until the baby is born. A woman who has given birth can return to work as soon as she chooses.
- Prenatal care and childbirth must be covered by employer-paid health insurance at the same coverage as any other medical conditions.
- Under the Family and Medical Leave Act, a woman who has given birth can take up to 12 weeks of job-protected, unpaid leave to care for her newborn. Fathers are also entitled to take paternity leave if they are the primary caregiver of the baby.
Learn more about your rights by speaking with a pregnancy discrimination lawyer in Tampa.
TALK TO A SKILLED TAMPA PREGNANCY DISCRIMINATION ATTORNEY
If you have been the victim of pregnancy discrimination, our experienced Tampa pregnancy discrimination lawyers will aggressively pursue your legal remedies. They may include reinstatement to your job with full benefits and back pay or a lawsuit for damages such as back pay, front pay, emotional distress, attorney’s fees, and possible punitive damages. Contact us today for a free assessment.
