As the Supreme Court considers whether employers must accommodate pregnant
women in certain situations, many women across the country still face
discriminatory actions on account of their pregnancy.
The Pregnancy Discrimination Act prohibits discrimination on the basis
of pregnancy, childbirth and related medical conditions. Although this
doesn’t mean that pregnant women are entitled to special treatment,
it does mean that pregnant women must be treated equally to non-pregnant
individuals. For example, if your company gives extra leaves of absence
to employees with medical conditions, they must extend this practice to
Federal and states still receive numerous complaints each year about pregnancy
discrimination. In fact, The EEOC more than 3000 pregnancy discrimination
complaints in 2014. A representative of the EEOC noted, “People
do assume that times have changed and that people behave well …That’s
simply not the experience of a lot of people in the workplace.”
An example of this is a recently filed EEOC lawsuit on behalf of a woman
who was offered a job, which the business then rescinded after it found
out she had recently given birth and undergone surgery.
Currently, employers may legally only take into account a woman’s
ability to get the job done – and not weigh the risks to the woman
and make assumptions based on her pregnancy. It’s up to the worker
to decide that for herself. However – this thorny issue may get
some guidance from the Supreme Court – which is set to decideYoung v. United Parcel Service, Young raises the question of whether employers must provide work place
accommodations for pregnant workers.
If you believe you have suffered any form of pregnancy discrimination,
it is crucial to contact an experiencedGeorgia employment discrimination lawyer at the Buckley Law Firm, LLP for an immediate consultation.