| As a starting point one thing should be made very | | | | married couples. Benefits cannot be provided |
| clear: You cannot be discriminated against for being | | | | differently to pregnant and non-pregnant employees. |
| pregnant! You cannot be fired. You cannot be refused | | | | Seniority, vacation, pay, temporary disability benefits, |
| employment. You cannot be demoted. You cannot be | | | | must all be the same as all other employees. |
| docked pay. | | | | *This list is not all inclusive. See an attorney if you feel |
| Unfortunately, it seems to be a fairly common | | | | as if you have, or are, suffering some sort of |
| occurrence that once a woman becomes pregnant | | | | mistreatment. |
| her formerly nice and reasonable employer treats her | | | | Additionally, the law prevents retaliation for complaining |
| differently. Treating a woman differently - unless it's to | | | | about discrimination either to your employer or to the |
| say how awesome it is that she's pregnant - is likely to | | | | EEOC. States and local governments may also have |
| be illegal. In 1978, Congress enacted the Pregnancy | | | | laws that are similar to the PDA. |
| Discrimination Act (PDA) as an amendment to Title VII | | | | For example, in Illinois the city of Chicago, Cook County, |
| of the Civil Rights Act of 1964. In doing so Congress | | | | and the state of Illinois all have laws intended to |
| made clear that women were not to be punished for | | | | prevent or remedy pregnancy discrimination. There are |
| becoming mothers. | | | | also administrative forums at each of these levels |
| The PDA prohibits discrimination in areas and ways, | | | | devoted to hearing claims of discrimination and |
| including*: | | | | providing remedies, including monetary damages. |
| - Hiring/Firing: An employer cannot refuse to hire a | | | | Women who suffer, or believe that they may have |
| woman because of her pregnancy or a related | | | | suffered, discrimination need to file a charge of |
| condition and cannot fire a woman for those things | | | | discrimination with the EEOC within 180 days of the |
| either. | | | | date of the last act of discrimination. The various local |
| - Pregnancy & Maternity Leave: An employer: | | | | and state agencies may have different filing times but |
| cannot single out pregnant women for special | | | | many mirror the 180 day filing requirement set by the |
| procedures to determine her ability to work; must hold | | | | federal government as well as the types of |
| open the job while she is on pregnancy leave; must | | | | discrimination considered illegal. Missing the filing date |
| treat her the same as any temporarily disabled worker | | | | may eliminate the women's right to sue so careful |
| if she is unable to perform her duties for a short time; | | | | attention must be paid to the date, or dates, the act of |
| must allow her to work if she is able. | | | | discrimination took place. |
| - Health Insurance: Employer provided health insurance | | | | As always, it's best to consult a local attorney about a |
| must cover pregnancy and pregnancy-related | | | | claim of discrimination but these forums will allow a |
| conditions on the same basis as other medical issues. | | | | woman to file her claim without a lawyer and some will |
| - Fringe Benefits: Benefits cannot be given only to | | | | investigate the claims using trained personnel. |