PREGNANCY DISCRIMINATION
In 1978 there was an amendment to Title VII of the Civil Rights Act of 1964.
This amendment, called the Pregnancy Discrimination
Act, prohibits employers with fifteen or more employees from
discriminating against pregnancy, childbirth, and medical
conditions related to pregnancy. Employers must treat
pregnancy like any other medical condition.
An
employer may not:
·
Hire or
Fire an employee based on pregnancy
·
Disallow
maternity leave
·
Hire
someone to replace an employee who is on maternity leave.
The employee’s position must be available when she returns
· Limit
pregnancy related benefits and health insurance to married
employees
In 1993, the Family and Medical Leave Act (FMLA) added more
protections to the Pregnancy Discrimination Act. The FMLA
applies only to employers with fifty or more employees. The
FLMA states that employees may take off up to twelve weeks
during a twelve-month period to give birth, adopt, or care
for a sick child or other family member. This leave is
unpaid; however, the employee is entitled to return to their
job (or an equal job) when they return.
If you believe that you are
a victim of pregnancy
discrimination in the workplace
and you believe that your
job rights have been violated you have the right to file a
charge of discrimination. This is a required step
before you are allowed to file a discrimination lawsuit.
Click here
to get
help now. You may deserve compensation.
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