If you feel like your pregnancy status is preventing you from getting hired, promoted, or has led to your termination, you have rights. The pregnancy discrimination lawyers at Jackson Spencer Law have many years of experience representing victims of workplace discrimination and a track record of obtaining significant settlements and awards for our clients.
To find out if you have a valid claim for pregnancy discrimination, please read on for what to know before your free consultation.
Pregnancy discrimination is illegal and can result in large settlements for victims. Unfortunately, it happens all the time to people across the country. If you’re concerned that your employer may be discriminating against you due to a pregnancy, miscarriage, temporary or permanent pregnancy-related disability, or other related medical condition, contact an experienced employment attorney today who will help determine whether you have a case.
The following are some signs that you may be experiencing pregnancy discrimination in your workplace:
At Jackson Spencer Law, we offer free, no-obligation consultations to help you determine if you have a claim and maximize your chances of legal success.
If you believe that you’ve been treated unfairly due to your pregnancy or a related medical condition, it’s important to take action immediately. The first thing you should do is file an internal complaint with your employer. This can be done either verbally or in writing and will put them on notice of the problem.
Next, consult with an employment lawyer who can help you determine whether you have a case and guide you through the process. You may be entitled to financial compensation for any losses you’ve suffered, so it’s important to act quickly.
The pregnancy discrimination lawyers at Jackson Spencer Law can help workers recover lost wages, emotional distress damages, and other losses caused by the many forms of workplace discrimination, harassment, or retaliation.
Pregnancy discrimination is prohibited under several federal laws, including: Title VII of the Civil Rights Act of 1964, the Pregnancy Discrimination Act (PDA), and the Americans with Disabilities Act (ADA). These laws prohibit employers from discriminating against pregnant employees, recently pregnant employees, or those who have recently given birth. They also require employers to provide reasonable accommodations to pregnant employees as they would with any other employee who has a medical condition or disability.
Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, color, religion, sex, or national origin in all aspects of employment. This includes hiring and firing decisions, promotions, demotions, compensation packages, and benefits. The Pregnancy Discrimination Act (PDA) was passed in 1978 and amended Title VII to include discrimination based on pregnancy, childbirth, or related medical conditions.
The Americans with Disabilities Act (ADA) prohibits discrimination against employees who have disabilities that substantially limit one or more major life activities. This includes impairments such as those caused by pregnancy, even if those impairments will be reversed or may disappear after the pregnancy is over. Employers must provide reasonable accommodations for employees with disabilities, including those who are pregnant.
In many cases, victims do not report their experiences because they fear that no one will believe them or take them seriously. At Jackson Spencer Law, our experienced pregnancy discrimination attorneys will ensure your story is heard. If you are facing workplace pregnancy discrimination, we can inform you of your rights, determine if you have a valid claim, and help improve your chances of legal success.
We’re proud of what we’ve accomplished on behalf of our clients and thrilled when justice prevails. We’re committed to achieving justice for workers and we have many success stories of working with victims of workplace discrimination, including:
● Obtaining a $55,800 settlement for an employee who needed time off to care for their newborn child, and
● Securing a $218,099 settlement for a worker who was fired for taking FMLA leave to care for her newly adopted child.
The descriptions above are intended only to provide information about the activities and experience of our attorneys and are not intended to be a guarantee or assurance of future success in any matter. Each matter described was dependent upon unique facts and circumstances, which are not fully detailed on this website, and should not be relied on to predict the results of any current or future matter.
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