This is a multi-state form covering the subject matter of the title.
Rights Pregnancy Discrimination Formula In Texas
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Multi-State
Control #:
US-000291
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Word;
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FAQ
Direct evidence is most helpful to a Texas workplace discrimination case. Examples of direct evidence may include: Written employment policies. Communications or witness testimony.
At the state level, the Texas Commission on Human Rights Act, or the TCHRA, prohibits most forms of employment discrimination. Also called “Chapter 21” because of its location in the Texas Labor Code, this statute makes it unlawful for an employer to discriminate against an employee based on a protected characteristic.
Eligible employees are entitled to 12 weeks of unpaid leave per year. Leave can be taken for the birth or adoption of a child or to care for a serious health condition affecting the employee or a family member. Leave can be continuous or intermittent, and in some cases, may begin before or after the child's birth.
Prohibitions Against Pregnancy Discrimination Federal and Texas laws prohibit pregnancy discrimination. Pregnancy discrimination can include any negative action taken against a job applicant or employee based on her pregnancy.
If the employer has between 15-100 employees, the cap is $50,000; if the employer has between 100-201 employees, the cap is $100,000; between 200 and 500 employees, the cap is $200,000 and employers over 500 employees, the cap for compensatory and punitive damages is $300,000.
Also called “Chapter 21” because of its location in the Texas Labor Code, this statute makes it unlawful for an employer to discriminate against an employee based on a protected characteristic.
Non-Chapter 21 Contract – A contract for a specific term that does not include rights under Chapter 21. The contract and district policy sets the terms and conditions of this contract. Non-renewal of Chapter 21 contract – A nonrenewal is a process to end a term contract at the end of the contract period.