Pregnancy discrimination is unfortunately still prevalent at work. We know that implicit or even explicit bias can exist in specific industries against women who become pregnant. Even if the industry is thought of as one that treats women and pregnant women well, we understand that pregnancy discrimination can still exist at the company level if the company treats pregnant employees differently than other employees. Even companies that are considered fair toward their employees may find themselves defending a pregnancy discrimination case if one of its employees, usually a supervisor or human resources, makes illegal employment decisions related to a pregnant employee.
Coyle Browne Law recognizes the prevalence of pregnancy discrimination, and we protect individuals from pregnancy discrimination in several ways. We file pregnancy discrimination lawsuits to effect change and bring justice to our clients. We also represent clients on a pre-litigation basis, which means we present our client’s case to the company before filing a lawsuit to determine if there’s a mutually acceptable resolution.
California’s Fair Employment and Housing Act (“FEHA”) prohibits discrimination based on pregnancy, childbirth, breastfeeding or related medical conditions. The Department of Fair Employment and Housing (“DFEH”) has provided a fact sheet listing an pregnant employee’s rights and obligations. In addition to the prohibition on discriminating, harassing, or retaliating against a pregnant employee, the company has to provide reasonable accommodations and leave for pregnant employees.
Pregnancy discrimination can present itself in several ways. An employer may be liable for pregnancy discrimination if it comments that a pregnant employee is “checked out.” Firing an employee trying to become pregnant who took time off work for medical appointments, including in vitro fertilization (“IVF”) or other related treatments. The pregnant employee must show that her employer knew that she was pregnant.
If you have experienced pregnancy discrimination, Coyle Browne Law is available for free consultations to investigate and determine whether we can offer to represent you. To begin this process, please get in touch with us by calling or texting 800-421-2594 or emailing email@example.com.
While not required for an initial consultation, it is helpful to prepare in advance:
The specific facts and any records about the incident(s), including the name and contact information of the person or entity you believe harmed you (if known);
The names and contact information of any witnesses (if known); and
Copies of any documents or other evidence related to your situation.