Women are not only protected from being discriminated against on the basis of their sex, but they are also protected from discrimination based on pregnancy. Pregnancy discrimination is against both federal and state laws. Both California’s Fair Employment and Housing Act (FEHA) and federal Title VII prohibit discrimination based on pregnancy. The ban on pregnancy discrimination also includes discrimination based on childbirth, related medical conditions, or potential pregnancy.

Your employer has an affirmative duty to accommodate your pregnancy. For example, if your doctor requests that you take a position that is less strenuous or hazardous, the employer must transfer you to another position or create such a position. An employer is exempted from this requirement if the creation of such a position would ‘unduly burden’ the employer. In addition, your boss has obligations towards you in regards to pregnancy leave. While Federal Title VII does not explicitly require an employer to grant Pregnancy leave, it does require an employer to grant medical leaves which are applicable to pregnant women. California’s FEHA does provide pregnant women with the right to take a leave of absence for a reasonable period of time. This time does not exceed four months. In addition, an employer does not have to pay the employee during this absence.

Just recently, the Equal Employment and Opportunity Commission (EEOC) brought a pregnancy discrimination lawsuit against a Japanese restaurant. The restaurant allegedly fired a waitress after discovering she was pregnant. The company agreed to settle the lawsuit by paying the employee $30,000. If you have been fired from your job after your boss found out you were pregnant, you may be a victim of pregnancy discrimination. Find out more by contacting the knowledgeable attorneys at Law Offices of David H. Greenberg. You can reach us at can reach us at 1-888-204-1014 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.