The Pregnancy Discrimination Act (PDA) in the United States prohibits discrimination based on pregnancy, childbirth, or related medical conditions. This means that if you need to take time off due to pregnancy-related health issues, you are typically protected from being fired for doing so.

Highlights refusing to hire, failing to promote, demoting, or firing pregnant workers after learning they are pregnant; discharging workers who take medical leave for pregnancy-related conditions (such as a miscarriage);

Failing to accommodate pregnancy-related work restrictions where similar accommodations are or would be provided to non-pregnant workers; refusing to allow lactating mothers to return to work; and. retaliating against employees - or those close to pregnant employees - who complained about pregnancy discrimination.

Therefore, pregnant women can work 40 hours a week if the working conditions are safe for them to do so. If a pregnant employee begins to work over 40 hours a week and is subject to a lot of stress, it could be harmful to their health and the health of their unborn child.

To prove this kind of discrimination, you need to demonstrate that your employer treated you differently because you are or were recently pregnant. If your pregnancy prompted a harmful employment decision, such as termination or failure to promote, compensation may be available.

While some pregnancy discrimination lawsuits can reach and sometimes even surpass the $1 million mark, the typical range tends to be anywhere from $250,000 to $750,000 depending on the specifics of the case.

To successfully win a pregnancy discrimination claim, an employee must provide evidence showing that her pregnancy was a substantial motivating reason for an adverse employment (such as a demotion, a write up and, of course, a termination) and that other employees in similar situations were treated differently.

Violations have involved a variety of fact patterns, including: refusing to hire, failing to promote, demoting, or firing pregnant workers after learning they are pregnant; discharging workers who take medical leave for pregnancy-related conditions (such as a miscarriage);

The PWFA requires “covered employers” to provide “reasonable accommodations” to an employee's known limitations due to pregnancy, childbirth, or related medical conditions unless the employer can prove “undue hardship” due to such accommodations.

Proving pregnancy discrimination requires more than a victim's claim. There must be evidence that the employer acted against the individual exclusively based on their pregnancy. That evidence must be clear, inarguable, and documented.

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Employment discrimination generally exists where an employer treats an applicant or employee less favorably merely because of a person's protected class. Leeds Law Firm PLLC in Houston, TX offers legal help for pregnancy discrimination cases.Pregnancy discrimination is against the law. The EEOC enforces three federal laws that protect job applicants and employees who are pregnant. What Is Pregnancy Discrimination in the Workplace? Pregnancy discrimination is illegal under both state and federal law. This article provides information on federal and state antidiscrimination laws, parental leave, returning to work, rights of nursing or lactating employees. An employee or applicant may not be subjected to discrimination because of a past pregnancy, childbirth, or related medical condition. Sex discrimination, which can include discrimination based on pregnancy or parental status, is prohibited. 2.2. And it's also a hot-topic these days, especially with the new EEOC guidelines surrounding the Pregnancy Discrimination Act of 1978.

Pregnancy Discrimination At Work Examples In Houston

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