Legal Protections Against Pregnancy Discrimination in Norwood, NJ
Castronovo & McKinney, LLC offers vital legal assistance for employees facing pregnancy discrimination in Norwood, NJ. Federal laws such as the Pregnancy Discrimination Act (PDA) and the Family and Medical Leave Act (FMLA) provide key protections:
- Employers cannot terminate employees based solely on pregnancy.
- Pregnant employees cannot be denied job opportunities due to their condition.
- Employers must offer reasonable accommodations to pregnant employees, similar to those provided to temporarily disabled workers.
- Employees returning from pregnancy leave must be reinstated to their original or equivalent position.
- Discriminatory actions like demotions, reduced hours, or removal of responsibilities due to pregnancy are prohibited.
- Policies that prevent employees from returning to work before or after childbirth violate federal law.
- Pregnant employees should not be penalized for attending prenatal appointments if others are not penalized for similar medical leave.
- Promotions or salary increases cannot be denied solely because of pregnancy.
Understanding Pregnancy Discrimination in the Workplace
The Pregnancy Discrimination Act (PDA) makes it clear that discrimination based on pregnancy, childbirth, or related conditions is illegal. This includes:
- Bias in hiring, firing, promotions, salary increases, or layoffs.
- Denial of training or benefits due to pregnancy.
- Reduction or withholding of compensation because of pregnancy.
- Unfavorable changes in work hours or job assignments due to pregnancy.
- Creating a hostile work environment based on pregnancy status.
- Changes to employment terms due to pregnancy.
Pregnancy as a Temporary Disability
Although pregnancy itself is not considered a disability under federal law, certain pregnancy-related conditions, such as gestational diabetes, may qualify as temporary disabilities under the Americans with Disabilities Act (ADA).
Mandated Leave Policies
Employers cannot force pregnant employees to take leave if they are still able to perform their duties. Additionally, employers cannot require employees to stay on leave once they have recovered from pregnancy-related conditions.
Doctor’s Notes Policy
Under the PDA, employers cannot demand medical documentation from pregnant employees unless it is required of other employees in similar circumstances. However, if company policies dictate medical documentation for sick leave, exceptions may apply.
Legal Support for Pregnancy Discrimination in Norwood, NJ
If you have faced termination or discrimination due to pregnancy, it’s critical to contact a New Jersey discrimination attorney at Castronovo & McKinney, LLC. Our experienced legal team is dedicated to defending your rights under both state and federal laws.