When Can I Consult With An Attorney About Pregnancy Discrimination?

Pregnant employees are entitled to the same benefits and protections as any other employee in the workplace. According to the Pregnancy Discrimination Act (PDA) of 1978, businesses are prohibited from harassing pregnant employees in specific ways. The law, however, is not well-known to all employees, and hence pregnancy discrimination is not always clear. In other words, how do you determine if you need an attorney for pregnancy discrimination? If any of the below-mentioned instances apply to your case, you should contact an attorney immediately to file the lawsuit.

1. Were refused permission to take time off work by your employer

The PDA compels companies and employers to treat leave taken for pregnancy or maternity as any other sort of leave taken for a medical condition. Employers are not permitted to put obligations on pregnant employees different from those imposed on employees who take another sort of medical leave. Employers are also barred from requiring pregnant employees to take time off work at a specified time or to remain absent from the workplace for a specific period while pregnant.

Work must be permitted for pregnant employees for the duration of their pregnancy if they can do so. A pregnancy discrimination attorney should be consulted if your employer has breached these rights.

2. Were denied a job because you were pregnant

Employers are banned from denying to hire a person solely based on their pregnancy, related difficulties, or because their customers show discrimination against pregnant women. If you are eligible for a job profile that you were refused, you should consult with an attorney who can determine whether or not you were the victim of pregnancy discrimination.

3. Revoked health insurance can be retrieved

You should be willing to use your healthcare benefits during your pregnancy and any pregnancy-related disorders if you have them due to your work. Employers must reimburse expenditure for medical care related to pregnancy in the same way as expenses for other medical conditions must be reimbursed by the employer. Employers are indeed forbidden from imposing excessive or additional limits for pregnancy-related charges.

4. When an employer has decided to discontinue your perks and benefits

While on medical leave, if your business gives supplementary benefits to employees, such as the ability to work from home for a portion of their leave, they must provide you with the same perks while you are on your maternity leave. Pregnant employees who are absent from work must be treated in the same way that other employees absent from work due to a medical condition. A lawyer might determine the occurrence of discrimination if your employer has denied you these benefits or treated you differently than other employees.

Few Tips for Pregnant Employees to Avoid Pregnancy Discrimination

• Set clear goals for your productivity

You may need light-duty work assignments from time to time, and employers need to be made aware of this. But ‘when’ is a matter for you and your doctor. Let your boss know that you will continue working as usual till it is unavoidable. Tell your boss about any upcoming projects or deadlines so you can plan ahead of time.

• Make Your Proposals or Offer Your Solutions

Take advice from the disabled community on solutions. Create your solutions. What you need from your job during pregnancy is to ask for it. Plan if you need to change plans. It is, therefore, in your employer’s best interest to treat you well.

• Say ‘That’s Personal’ wherever appropriate

Finally, you may preserve your privacy by drawing a clear distinction between business and personal. If your boss asks irrelevant inquiries, simply say that it is “personal”. Pregnancy is a personal problem for the mother in question, and only your work performance or special workplace needs should be considered at the office.

Mann & Elias understands that the majority of employers have the best of intentions for their pregnant employees. However, if they do not or refuse to adjust, the legal system is on your side. If you’re an expectant mother, you have the right to equal treatment in the workplace. If your rights are not being protected at work, call us today.