When you discover illegal activity, discrimination, or safety violations at work, where you report matters just as much as what you report. The choice between internal reporting (through your company’s channels) and external reporting (to government agencies) directly affects your legal protections, the investigation’s effectiveness, and your career security. Employees
Quid pro quo and hostile environment harassment are the two legally recognized forms of workplace sexual harassment under Title VII of the Civil Rights Act of 1964, but they differ significantly in how they occur and what you need to prove. Quid pro quo involves a supervisor conditioning job benefits
If you’re undergoing IVF or other fertility treatments, you have significant legal protections at work. The Pregnant Workers Fairness Act (PWFA), which took effect in June 2023, explicitly covers fertility treatments as a “related medical condition” that requires employer accommodation. Combined with Title VII protections, the ADA, and New York’s
Quid pro quo sexual harassment occurs when a person in authority—typically a supervisor or manager—conditions job benefits or continued employment on an employee’s submission to unwelcome sexual conduct. To establish a successful claim, you generally need to prove three core elements: the conduct was unwelcome, it was sexual in nature
If you’ve experienced a miscarriage or stillbirth, you’re protected by multiple federal and state laws that guarantee your right to time off, job protection, and freedom from discrimination. Under the Family and Medical Leave Act, eligible employees can take up to 12 weeks of unpaid, job-protected leave because pregnancy loss
If you’re returning to work after having a baby and plan to continue breastfeeding, federal and New York laws give you strong protections to express breast milk during the workday. Under the PUMP for Nursing Mothers Act, most employers must provide you with reasonable break time and a private space—not
Yes, the Americans with Disabilities Act (ADA) can protect workers experiencing pregnancy-related medical conditions that substantially limit major life activities—even though pregnancy itself isn’t classified as a disability. Conditions like gestational diabetes, preeclampsia, hyperemesis gravidarum, and severe morning sickness often qualify for ADA protection, requiring employers to provide reasonable accommodations.
Yes, parental leave policies can discriminate when they’re built on outdated assumptions about who should be the primary caregiver. Under federal law, employers must provide parental leave on equal terms to both mothers and fathers for bonding and caregiving—any policy that offers more time or flexibility to one parent based
No, an employer cannot legally refuse to hire you because you’re pregnant, planning to become pregnant, or might become pregnant in the future. Federal law—specifically the Pregnancy Discrimination Act and Title VII of the Civil Rights Act—prohibits employers with 15 or more employees from discriminating against job applicants based on
If you’re pregnant and struggling with certain job duties, you have a legal right to request workplace adjustments that help you stay healthy and employed. Under federal and New York laws, employers must provide reasonable accommodations for pregnancy-related limitations—things like extra bathroom breaks, modified schedules, lighter duties, or a place