PREGNANCY DISCRIMINATION AT WORK - PowerPoint PPT Presentation

About This Presentation
Title:

PREGNANCY DISCRIMINATION AT WORK

Description:

Pregnancy discrimination involves treating a woman (an applicant or employee) unfavorably because of childbirth, pregnancy, or a medical condition related to pregnancy or childbirth. – PowerPoint PPT presentation

Number of Views:242

less

Transcript and Presenter's Notes

Title: PREGNANCY DISCRIMINATION AT WORK


1
PREGNANCY DISCRIMINATION AT WORK
2
  • What is pregnancy discrimination?
  • Pregnancy discrimination involves treating a
    woman (an applicant or employee) unfavorably
    because of childbirth, pregnancy, or a medical
    condition related to pregnancy or childbirth.
  • If a woman is temporarily unable to perform her
    job due to a medical condition related to
    pregnancy or childbirth, the employer or other
    covered entity must treat her in the same way as
    it treats any other temporarily disabled
    employee.
  • It is unlawful to harass a woman because of
    pregnancy, childbirth, or a medical condition
    related to pregnancy or childbirth.

3
  • Harassment is illegal when it is so frequent or
    severe that it creates a hostile or offensive
    work environment. It is also illegal when
    harassment results in an adverse employment
    decision.
  • Whats an example of an adverse employment
    decision?
  • Being fired or demoted.
  • Do I have to tell potential employers Im
    pregnant?
  • That is your personal decision. You can choose to
    tell your employer or keep the information to
    yourself. Either way, they cannot refuse to hire
    you

4
  • because of your pregnancy-related condition as
    long as you are able to perform the major
    functions of your job.
  • What if I am not pregnant but about to become a
    new parent?
  • Under the Family and Medical Leave Act (FMLA) of
    1993, a new parent (including foster and adoptive
    parents) may be eligible for 12 weeks of leave
    (unpaid or paid if the employee has earned or
    accrued it) that may be used for care of the new
    child. In most cases, to be eligible, the
    employee must have worked for the employer for 12
    months prior to taking the leave and the employer
    must have a specified number of employees.

5
  • What are some examples of things my employer
    should provide?
  • Every case varies however, your employer has the
    ability to provide light duty, alternative
    assignments, disability leave, or unpaid leave to
    pregnant employees if it does so for other
    temporarily disabled employees.
  • What if I am past pregnancy but still nursing?
  • Pregnant employees may have additional rights
    under the Family and Medical Leave Act (FMLA)
    that is enforced by the U.S. Department of Labor.
    Nursing mothers may also have the right to
    express milk in the workplace under a

6
  • provision of the Fair Labor Standards Act
    enforced by the U.S. Department of Labors Wage
    and Hour Division.
  • Does it matter who my harasser is?
  • No, who the harasser is does not change the
    situation. The harasser can be your supervisor, a
    supervisor in another area, a co-worker, or
    someone who is not an employee of the employer,
    such as a client or customer.

7
  • I was pregnant, but am no longer pregnant, and
    need time off to recover. Am I covered by the
    law?
  • If you are temporarily physically or mentally
    disabled by the loss of your pregnancy through,
    for example, miscarriage or abortion, you would
    be legally covered to the extent that your
    employer covers other temporary physical or
    mental disabilities.
  • For example, if other temporarily disabled
    workers at your company are not entitled to leave
    or benefits, then neither are women who are or
    were pregnant. Nothing in Title VII requires an
    employer to provide disability leave or benefits.

8
  • Can men take pregnancy leaves?
  • Under the FMLA fathers may take pregnancy related
    leave pre, or post-birth if they are the
    caregiver for a mother who has a serious
    pregnancy related condition. Fathers can also
    take job-protected parental leave under FMLA
    after a baby is born or adopted.
  • Additionally, parental leave must be provided to
    similarly situated men and women on the same
    terms. So, if your employer provides paid
    parental leave to mothers, not related to any
    medical complication, then it must provide the
    same leave to fathers, or be subject to suit for
    sex discrimination.

9
  • Our Role is to Hold Your Employer Accountable
  • The Nelson Law Group fights for individuals who
    are subject to discrimination across Tennessee.
    If you believe you have a claim, call us at
    865-383-1053 and let us help you get all the work
    benefits you deserve!
  • We hope you found this description helpful. We
    encourage you to go to the Equal Employment
    Opportunity Commission website, www.eeoc.gov, for
    more general information about the enforcement of
    federal laws related to your employment.

10
  • Nelson Law Group is an employment law firm
    located in Knoxville Tennessee. We are in
    business to represent employees. We also
    represent people facing family issues such as
    divorce and child custody. We tailor a strategy
    for each case based on what is most important to
    you our client. Whether you are looking for
    discrimination lawyers knoxville tn or labor
    attorney knoxville TN call us today at 865
    383-1053
Write a Comment
User Comments (0)
About PowerShow.com