Skilled Handling Of Pregnancy Discrimination Cases

Are you pregnant and facing discrimination, harassment or other unfair treatment at work? Foote, Mielke, Chavez & O’Neil, LLC’s employment attorneys are experienced in representing employees who have been victims of pregnancy discrimination in the workplace.

Pregnant Employees Have Important Legal Rights

Title VII of the Civil Rights Act of 1964 (Title VII) is a federal law that generally protects female employees from discrimination on the basis of sex. Congress enacted the Pregnancy Discrimination Act (PDA) as an amendment to Title VII, with the specific purpose of protecting female employees from discrimination on the basis of pregnancy. As a result, it is unlawful for an employer to discriminate against an employee on the basis of pregnancy, childbirth or related medical conditions. Thus, the PDA requires employers to treat all women affected by pregnancy, childbirth or related medical conditions the same for all employment-related purposes, including pay, job assignments, promotions, layoffs, training, fringe benefits, firing and all other terms of employment. Employers must provide pregnant employees the same accommodations as those who are similar in their ability to work.

The state of Illinois has also enacted state law to prevent employers from discriminating against females on the basis of pregnancy. Under the Illinois Human Rights Act (IHRA), it is a civil rights violation for an employer to refuse to hire, to segregate or to act with respect to recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure or terms, privileges or conditions of employment on the basis of pregnancy, childbirth or related medical conditions.

What A Pregnancy Discrimination Case Can Include

Examples of possible pregnancy discrimination cases include:

  • A female bank teller is bypassed for a major promotion. In explaining the bank’s reasoning, the bank manager tells the female bank teller that she was bypassed because she recently announced that she is pregnant.
  • A female assistant manager is demoted to a floor lead after requesting an afternoon off of work for a doctor visit.
  • A female librarian’s request for a 15-minute break during her shift to pump breast milk is denied by her supervisor. However, a co-worker who suffers from diabetes is granted breaks throughout the day to monitor his insulin levels.
  • A telephone intake specialist is denied maternity leave.
  • A human resource manager is denied training after announcing she is pregnant.
  • A restaurant server is discharged based on her decision not to go through with an abortion.

How We Can Help You

Contact an experienced employment lawyer at Foote, Mielke, Chavez & O’Neil, LLC, for a Request Free Case Evaluation if because of pregnancy you were:

  • Denied promotion
  • Denied training
  • Denied time off or vacation time
  • Denied breaks to pump breast milk
  • Denied appropriate location to pump breast milk
  • Denied maternity leave or time to seek medical treatment (i.e., doctor appointment)
  • Scheduled for unfavorable shifts, work hours or days
  • Demoted or transferred to a less favorable position
  • Unfairly disciplined
  • Denied benefits or privileges of employment that others are provided
  • Paid less than non-pregnant employees or denied bonuses
  • Terminated
  • Subjected to a hostile work environment, harassed, discriminated against or otherwise treated unfairly (differently) than non-pregnant employees

IMPORTANT: There are very important time limitations that govern your ability to bring a claim involving pregnancy discrimination. It is very important that you seek immediate legal advice if you believe you have been subjected to pregnancy discrimination.

To learn more, contact Foote, Mielke, Chavez & O’Neil, LLC, in Geneva, Illinois, by calling 630-232-7450.