Pregnancy discrimination in the workplace is a serious issue that can have long-lasting effects on a woman’s career and well-being. While reporting such discrimination is a crucial step toward seeking justice, it’s equally important to understand how to safeguard your career and protect your rights during and after the process.
As a worker, you expect your employer to base conditions of employment on your knowledge, qualifications, and performance. For the most part, that does happen. But that can change if you are or intend to become pregnant. That’s because some employers may feel that pregnant workers cannot successfully do their
All New York employers must be mindful of their legal duty to avoid engaging in any acts that may qualify as disability or pregnancy discrimination. Not only can the affected employees sue the employer privately for monetary damages, but government regulators charged with enforcing employment laws can take separate action, which may result
Even under the best of conditions, it is a challenge for pregnant women to succeed in the workplace. Many employers remain wedded to outdated notions of what pregnant workers can and can not do. Fortunately, federal law–specifically, the Pregnancy Discrimination Act (PDA)–protects women from disparate treatment on the basis of their pregnancy.
Many expectant mothers face pregnancy discrimination in the workplace. Aside from businesses who refuse to hire pregnant women, many employers also do not respect the legal rights of new mothers. For example, New York State and New York City law both require employers to accommodate a mother’s need to breastfeed her children.
Before pursuing a claim for sex or pregnancy discrimination, you need to be careful to maintain any records related to your employment, including the discriminatory acts that led to your illegal termination. Having this paper trail will make it easier for you to prove your case in court as well as
Many New York employers view pregnant employees as an inconvenience rather than as individuals entitled to respect and equal treatment in the workplace. Fortunately, a host of employment discrimination laws, including Title VII of the federal Civil Rights Act and the Pregnancy Discrimination Act, do not afford such employers the luxury of
New York employers cannot treat female employees unfavorably just because they become pregnant or require leave for childbirth or a medical condition related to their pregnancy. Federal, state, and local laws all prohibit such acts of pregnancy discrimination. Even if an employer thinks it has a good reason for permanently replacing
Even in 2017, far too many New York employers think it is okay to fire a female employee because she is pregnant. Such employment discrimination is patently illegal. Not only do such actions harm employees financially, it also takes a psychological toll on their well-being, for which discriminatory employers can be held
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