How to Prove a Pregnancy Discrimination Case

Pregnancy is a joyous event in a woman’s life. When adding to a woman’s family, she must carefully monitor her health and the health of her unborn baby. Although it is an exciting period of time, it can be overwhelming to deal with all of the stress that comes with pregnancy. In many instances, pregnant women face pressure from employers who feel inconvenienced by their conditions. Conduct of this kind is against the law and should be fought. At our law firm, we want to protect the rights of these females. Our specialized attorneys offer exceptional services to pregnant women who have not received proper treatment from their employers. If you feel like you have experienced any form of pregnancy discrimination, you should immediately seek advice from a trusted employment lawyer.

How to Establish a Pregnancy Discrimination Case

Pregnancy discrimination includes any treatment from an employer to a pregnant employee that is different from another employee who is not pregnant or who has not given birth. This type of discrimination comes in a variety of forms. For example, a woman may not be hired due to her pregnant condition. Other companies may treat pregnant women in ways that demean their dedication and talents. Some pregnant women may be fired for “arbitrary” reasons or may experience declines in pay. Other pregnant women may receive less work than normal. A number of cases deal with gender discrimination.

What is Evidence of Pregnancy Discrimination?

When a pregnant woman is facing discrimination and wants to file a legal claim, it is essential to establish proof. In some cases, an employer will directly admit that he or she has used discriminatory behavior towards a pregnant employee. Many times, it is obvious by statements that come from employers. A manager may use the excuse that he or she would offer a promotion to a women who is pregnant, but her employee’s condition would prohibit future travel or prevent an extended workload. Even though employers are aware that pregnancy discrimination laws exist, they may not refrain from making statements of this nature.

Besides direct statements, circumstantial evidence may be used to prove discrimination. In these times, it is vital to show that it is likely that an employer had negative and discriminatory intentions with his or her actions. For instance, when a manager is dealing with a pregnant employee and deviates from normal office policies, makes decisions that seem negative from a business perspective, or abruptly changes company protocol, there may be grounds for a lawsuit. If an employer cannot give a legitimate reason for his or her actions, circumstantial evidence can be used to prove discriminatory intent. The key to proving this type of evidence is timing. Unless a pregnancy will interfere with workplace duties, a woman has no legal obligations to disclose her condition to her employer. However, a woman’s pregnancy begins to physically show in the second or third trimesters. If a woman can show the discriminatory behavior occurred at the time of her pregnancy reveal, there is a strong inference that discriminatory intent was in practice.

Seeking Help for a Pregnancy Discrimination Claim

If you feel as though you are a victim of pregnancy discrimination, especially if you have suffered a demotion or wrongful termination due to your pregnancy, you should seek assistance from a trusted law firm. Our experienced team offers experience and compassion. We will examine your circumstances and help you to establish a case against your employer. We provide free consultations, and we never charge any fees unless we obtain favorable judgments. Call us today so that you can enjoy the birth of your baby without the stresses from your workplace.

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