CREWS LAW FIRM HELPS VICTIMS OF PREGNANCY DISCRIMINATION
Pregnancy discrimination occurs when an employer discriminates against an employee because of pregnancy, childbirth or related conditions. Pregnancy discrimination may include firing or demoting an employee because she is pregnant, denial of time off or reasonable accommodations for pregnant employees, forced time off or restrictions on work, and any other negative employment action taken because of an employee’s pregnancy or related medical condition.
Examples of Pregnancy Discrimination Cases Handled By Crews Law Firm, PC:
- A company demotes a pregnant woman from a position she successfully performed for years after she informed her supervisors she was pregnant. When asked, the supervisors justified the demotion saying the woman might need more time off and the position could be too demanding for her. The client had no intention of working less or taking a lower paying position and the employer’s actions were based on stereotypes about pregnant women and mothers. Crews Law Firm was able to successfully help its client obtain a severance agreement and fair compensation for this illegal treatment.
- A female server/bartender at a restaurant informed her boss she was pregnant. The restaurant owner removed her from working in public and makes comments to other servers to the effect that customers wouldn’t want to see a pregnant woman serving them. He fires the employee after she protests this treatment. Crews Law Firm fought to help the employee receive compensation in this very difficult time.
Additional Protections For Pregnant Women and Their Families
The ADA and Texas law may also provide protection in the workplace for women with complications from pregnancy. Under these laws, a covered employer with at least 15 employees must generally make reasonable accommodations to employees with a disability. While pregnancy is not generally a disability, an employer must allow pregnant women the same type of absences and other workplace treatment as it would allow an employee with a different medical condition.
For additional information on employment law, also visit the Workplace Fairness website at http://www.workplacefairness.org/.