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Attorneys who are well-versed on employment law, such as Craig Seldin, explain that pregnancy discrimination in the workplace involves treating a woman (an applicant or employee) unfavorably because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. This article gives a primer on pregnancy discrimination in the workplace.
Since 1978, it has been unlawful in the United States to discriminate based on pregnancy when it comes to any aspects of employment, including hiring, termination, pay, job assignments, promotions, layoff, training, fringe benefits such as leave and health insurance, and any other term of condition of employment. The Pregnancy Discrimination Act of 1978 (PDA), note lawyers like Craig Seldin, only applies to companies with 15 or more employees (including part-time and temporary workers).
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However, even with the PDA, the number of complaints to the Equal Employment Opportunity Commission (EEOC) has continued to rise since the office first started tracking charges in 1992. Last year, the EEOC recorded 5,797 pregnancy discrimination charges. The highest number of cases recorded by the EEOC was 6,285 back in 2008.
Craig Seldin is a Houston, Texas-based attorney whose expertise includes employment law.
Many would expect that pregnancy bias would be a non-issue now, especially with the PDA. But as statistics from the EEOC show, this is not the case. In fact, the EEOC recently developed a strategic plan to target employers who discriminate against pregnant women, particularly those who forced pregnant women onto unpaid leave after being denied accommodations routinely provided to similarly situated employees.
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If you have been treated unfairly at work or have been wrongfully terminated, Atty. Craig Seldin can help. Visit this website for more information.
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