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Definition of Discrimination

 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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