Women are frequently discriminated against in the workforce, even as more and more women rise into positions of power. Discrimination can become especially apparent when a woman is working through a pregnancy. The Pregnancy Discrimination Act of 1978 specifically makes it illegal to discriminate against a female on the basis of pregnancy, childbirth, or any related medical condition. However, pregnant employees are still fired, taken off important projects, and stripped of their benefits regularly. According to the Equal Employment Opportunity Commission (EEOC), there were 2,753 claims of pregnancy discrimination made in 2019. If you have been discriminated against during your pregnancy, it is time to hold your employer accountable. The Toledo pregnancy discrimination attorneys at Coffman Legal, LLC are here to help.

Reasonable Accommodations

It is critical that pregnant women receive reasonable accommodations at work to support not only their health, but the well-being of their baby. Accommodations might include not having to work around toxic chemicals or not having to lift heavy boxes. Such environments or tasks could harm the baby’s growth or even lead to a miscarriage. Making these accommodations is similar to the accommodations an employer would have to make for another temporarily disable employee. Other examples of accommodations include:

  • Allowing the pregnant employee to sit instead of stand;
  • Providing the pregnant employee additional restroom breaks;
  • Providing a flexible schedule;
  • Allowing the pregnant employee to pass off bending activities to coworkers; and
  • More.

Employment Decisions That Negatively Impact a Pregnant Worker

According to the Equal Employment Opportunity Commission, any employer with 15 or more workers cannot make employment decisions based on an employee or applicant’s pregnancy status. This includes decisions on whether to hire or fire a person, pay or promotion decisions, revoking benefits, reassigning to a lower job role, or refusing training to the employee.

Family and Medical Leave Act

When an employer has 50 or more workers within 75 miles, they are also required to follow regulations set by the Family and Medical Leave Act (FMLA). This means pregnant employees and their partners are entitled up to 12 weeks of unpaid leave per year with protections for their job and health benefits. While the employee is on leave because of a newborn child, an employer cannot fire them, reduce their healthcare benefits, or cut their pay.

Call a Toledo Pregnancy Discrimination Attorney

Even a pregnancy without complications can be challenging and put strain on a soon-to-be mother. Matters only get worse if you are also struggling with health concerns during pregnancy or if your employer is refusing to make reasonable accommodations or threatening your job. Many pregnant women fear retaliation for speaking up at work, while simultaneously fearing for their unborn child’s health. If you are also combating pregnancy discrimination at work, you need to seek legal support from a Toledo pregnancy discrimination attorney. At Coffman Legal, LLC, our attorneys can help you hold your employer accountable and seek compensation for damages that resulted from their illegal treatment. Contact us today at 614-949-1181 to schedule a free consultation.

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