Pregnancy discrimination can affect hiring, promotions, job security, pay, and workplace treatment. Employees in Somers Point, NJ are protected under federal laws including the Pregnancy Discrimination Act (PDA) and the Family and Medical Leave Act (FMLA). These laws prohibit employers from treating workers unfairly because of pregnancy, childbirth, or related medical conditions.
Key legal protections include:
Employers cannot terminate an employee because she is pregnant.
A qualified applicant cannot be denied employment due to pregnancy.
Pregnant employees must receive reasonable accommodations when accommodations are provided to other employees with temporary medical conditions.
Employees returning from approved pregnancy leave must be restored to their original position or a comparable role.
Employers cannot reduce hours, reassign duties, demote employees, or remove responsibilities because of pregnancy.
Policies preventing employees from returning to work before or after childbirth may violate federal law.
Pregnant employees cannot be disciplined for prenatal appointments if other employees are permitted medical leave for similar reasons.
Employers cannot deny promotions, raises, or advancement opportunities based on pregnancy.
Common Examples of Pregnancy Discrimination
The Pregnancy Discrimination Act prohibits unequal treatment related to pregnancy, childbirth, or related medical conditions. Workplace discrimination may include:
Refusing to hire or promote a pregnant employee
Termination or layoffs based on pregnancy
Denial of training opportunities or workplace benefits
Reduced pay or withheld compensation
Unfavorable schedule or job assignment changes
Harassment or a hostile work environment related to pregnancy
Actions that negatively affect employment terms, conditions, or opportunities because of pregnancy
Pregnancy and Disability Protections
Pregnancy itself is not classified as a disability under federal law. However, pregnancy-related medical conditions such as gestational diabetes, preeclampsia, or other complications may qualify as temporary disabilities under the Americans with Disabilities Act (ADA). Employers may be required to provide reasonable accommodations in these situations.
Employers Cannot Force Pregnancy Leave
An employer cannot require an employee to take leave simply because she is pregnant if she is capable of performing her job duties. Employers also cannot force an employee to remain on leave after she is medically cleared to return to work.
Medical Documentation Requirements
Under the PDA, employers generally cannot require pregnant employees to provide medical documentation unless similar documentation is required from other employees requesting medical leave or accommodations under company policy.
Legal Help for Pregnancy Discrimination in Somers Point, NJ
Employees facing pregnancy discrimination in Somers Point should speak with an experienced New Jersey employment attorney as soon as possible. Castronovo & McKinney, LLC represents workers who have been wrongfully terminated, denied accommodations, retaliated against, or otherwise treated unfairly because of pregnancy.
Our attorneys handle pregnancy discrimination claims involving violations of state and federal employment laws and work to protect employees’ rights through negotiation, litigation, and administrative proceedings.