Pregnancy Discrimination Attorney in Oakland
Championing the Rights of Pregnant Workers in Alameda County
If you are experiencing discriminatory treatment in the workplace because
of your pregnancy, you’re not alone. Many women encounter unjust
obstacles, harassment, and other forms of
workplace discrimination simply because they are pregnant.
Discrimination against pregnant employees was formally prohibited by the
Pregnancy Discrimination Act (PDA) of 1978. Sadly, pregnancy-based discrimination persists today. This is
why it is more important than ever for employed mothers to know, understand,
and assert their employment rights.
Fortunately, there are laws in place to hold employers accountable for
discriminatory behavior and retaliatory actions. Our skilled
pregnancy discrimination attorney has a proven track record of fighting tirelessly for clients in the courtroom
while providing compassionate counsel to employees in Alameda County.
If you are being discriminated against because of your pregnancy, it’s
critical to seek legal counsel. Call (510) 650-0250 to
speak with our Oakland pregnancy discrimination lawyer today.
Identifying Pregnancy Discrimination in the Workplace
No pregnant employee should be forced to choose between her career and
her child. From the first trimester to maternity leave, pregnant workers
are entitled to a safe, nondiscriminatory working environment.
An employer’s decision to discriminate against a pregnant worker
can be detrimental to a mother’s health, freedom, and financial
stability.
Pregnancy-related discriminatory acts take various forms, such as:
-
Failure to provide a safe, private space to pump breastmilk. Studies show that 58% of employed mothers find it challenging to pump
at their place of work.
-
Failure to provide reasonable accommodations. By law, your employer is required to accommodate reasonable, pregnancy-related
needs. Examples include flexible scheduling, temporarily assigning less
strenuous tasks, or permitting mothers to sit during their shift.
-
Wrongful termination. Employers cannot fire an employee because she is pregnant or planning
to become pregnant. This also protects against any pregnancy-related medical
condition, such as physician-ordered bedrest, morning sickness, and even
postpartum depression.
-
Hiring discrimination. An employer can’t refuse to hire a qualified candidate on the basis
of pregnancy. It’s illegal for an employer to question an applicant
about childbearing or family planning.
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Refusal to give a deserved raise or promotion. Your employer cannot bypass an employee for a promotion or raise because
of pregnancy.
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Retaliation. There are laws in place to protect employed mothers from retaliation
or backlash if they wish to file a report.
-
Harassment. It’s against the law for employers to engage in unwanted, offensive,
or otherwise inappropriate commentary. For example, it’s unlawful
for an employer to accuse an employed mother of being “lazy”
or “unfocused” since her pregnancy.
Advocating for Fair Treatment of Pregnant Employees
Federal and state laws protect employed mothers from pregnancy discrimination,
retaliation, and harassment in the workplace. The unfortunate reality
is that many employers violate these boundaries, a problem compounded
by the fact that many women are unaware of the rights afforded to them.
A recent
study revealed that
nearly
half of Americans perceive employed mothers as less devoted to their career. This is why
Benton Employment Law is dedicated to increasing awareness and education regarding pregnancy
discrimination in the workplace. We know that
every case won is a small but essential step in the right direction, and another step
closer to gender equality in the American workplace.
