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Federal Employee Pregnancy Discrimination Attorney
If you have faced discrimination for being pregnant at your federal job, you should speak to a federal employee pregnancy discrimination attorney. What happened to you was unjust and you deserve justice. A qualified attorney can investigate your case and inform you of your legal options.
The Pregnancy Discrimination Act
The Pregnancy Discrimination Act, established in 1978, prohibits private and federal employers from firing or refusing to hire a person based on her pregnancy. Under this law, employers may be required to provide pregnant workers with light-duty assignments or leave if they are physically unable to perform their current duties.
Employers also are required to let pregnant employees work as long as they are physically able to do so. When workers are on leave for their pregnancy, their employers are required to hold their position for as long as they would for employees who took sick or disability leave.
What to Do If You Have Faced Pregnancy Discrimination
Just because the law prohibits employers for discrimination against workers for being pregnant, doesn’t mean that some employers may still try to get away with it. Getting discriminated against for being pregnant indeed feels awful, but remember that you have rights. You can take steps to rectify the situation.
Start by gathering evidence of the discrimination. For example, let’s say that you were terminated right around the time you informed your employer about your pregnancy. Your employer claimed the termination was due to poor performance, but your recent performance reviews have been excellent. In this situation, the employer may have lied about the reason behind your termination because he or she actually fired you for being pregnant.
As a federal employee pregnancy discrimination attorney can confirm, if your employer has made comments about your pregnancy being a burden, that can also be used as evidence.
Your next step is to file a complaint with the Equal Employment Opportunity Commission (EEOC). Keep in mind that the complaint must be submitted within 180 days of the incident. If the EEOC believes that your claim is valid, you will be given a right to sue letter. Then, you will be required to file a lawsuit within 90 days. It is important to have a skilled lawyer on your side to help you pursue this lawsuit.
If you’re dealing with pregnancy discrimination at work, you should schedule a consultation with a federal employee pregnancy discrimination attorney like those at Federal Practice Group today.
Federal Employee Pregnancy Discrimination Attorney
If you work as a federal employee and you feel you’ve been discriminated against for becoming pregnant or having the intention of becoming pregnant, reach out to a Federal employee antidiscrimination attorney such as the ones available at the Federal Practice Group. The federal practice group is headquartered in Washington, DC, is dedicated, affordable and effective in its representation in federal and international legal matters and federal employees. The Federal Practice Group is familiar with everything from employment law, military law, government contract law, immigration and national security law.
We’re not afraid to fight for your rights, especially if you are deemed to have been discriminated against.
When it comes to pregnancy discrimination under federal level or really even at a state level, there are laws in place such as the pregnancy discrimination act or PDA. Pregnancy discrimination involves treating a woman who is applying for job or as an employee unfavorably because they are pregnant, giving birth, or have a medical condition that ties in to pregnancy or childbirth.
The pregnancy discrimination act forbids discrimination that is based on pregnancy when it comes to any aspect of employment. This means you cannot discriminate against hiring somebody, firing somebody, being semi or how much he them, assigning jobs, promotions, layoffs, training and fringe benefits like leave and health insurance, or any other term or condition of employment based on their status or willingness to become pregnant.
If a person is temporarily unable to perform their job due to a medical condition which is related to pregnancy or childbirth, the employer or other covered entity must treat them the same way as it treats any other temporarily disabled employee. This means that the person could be placed on light duty, may receive alternate assignments, receive disability leave or unpaid leave. Essentially, anything an employer does or any other person becomes disabled temporarily, they must also do this for pregnant people.
Additionally, if there are issues that result from pregnancies such as gestational diabetes or preeclampsia it may fall under the Americans with disabilities act or the ADA. This means that an employer may have to provide reasonable accommodations, such as lever modifications that enable the employee to perform their job. The ADA amendments act of 2008 have made it much easier to show the medical condition is covered as a disability.
When you are considering whether to work with the federal practice group, it should greatly please you to know that one of the founding partners has a lot of experience in federal employment law as well as in dealing with discrimination and sexual harassment at a legal level. This means that you can trust the federal practice group to put your needs as a childbearing person first. The federal practice group takes federal employment law extremely seriously and is going to help you to get the benefits or disability accommodations that you require during your pregnancy. And if you are discriminated against their going to work with you to fix and handle that discriminatory practice.
Reach out to the Federal Practice Group today for all of your federal employee pregnancy discrimination attorney needs.