Pregnancy should be a time of joy and preparation for new beginnings, not a period of stress caused by unfair treatment at work. Unfortunately, many employees face pregnancy discrimination in the workplace, leading to missed opportunities, demotions, or even wrongful termination. If this has happened to you, a Summerlin pregnancy discrimination lawyer from Greenberg Gross LLP can help you seek justice and protect your legal rights.
Discrimination against pregnant employees is prohibited under federal law and Nevada law. Employers are required to treat pregnancy the same as any other temporary medical condition. Despite these legal protections, many employers fail to follow the law, leaving employees vulnerable to unfair treatment. If you believe you have experienced pregnancy discrimination, it is important to understand your rights and options for filing a claim.
What Is Pregnancy Discrimination?
Pregnancy discrimination occurs when an employer treats a worker unfairly due to pregnancy, childbirth, or related medical conditions. This form of workplace discrimination can take many forms, such as:
Wrongful termination after notifying your employer of your pregnancy.
Refusal to provide reasonable accommodations, such as schedule adjustments or reduced physical demands.
Demotion, reassignment, or cuts to hours and pay.
Harassment or negative comments about pregnancy status.
Both federal and Nevada law prohibit employers from engaging in these actions. If your working conditions change after disclosing your pregnancy, it may be a sign of discrimination. Employees have the right to request changes to their working conditions or time off for medical leave. If your employer denies these requests, you may have grounds for filing a claim with the Nevada Equal Rights Commission (NERC) or the Equal Employment Opportunity Commission (EEOC).
Legal Protections for Pregnant Employees
Federal and Nevada law provide strong protections for employees who face pregnancy discrimination. These laws prohibit employers from making employment decisions based on pregnancy, childbirth, or related conditions.
1. Federal Law Protections
Under federal law, the Pregnancy Discrimination Act (PDA) makes it illegal for employers to discriminate based on pregnancy, childbirth, or medical conditions related to pregnancy. It requires employers to treat pregnancy as they would any other temporary disability, which includes offering accommodations and medical leave. Employers are prohibited from refusing to hire, promote, or retain employees because of pregnancy.
Nevada law offers additional protections to employees. The Nevada Equal Rights Commission enforces anti-discrimination laws and ensures that employees receive fair treatment in the workplace. Nevada law requires employers to provide reasonable accommodations for pregnancy-related conditions, such as modified job duties or a temporary change in work schedule. Failure to provide these accommodations may be seen as discrimination.
If your employer refuses to follow federal or Nevada law, you may be able to file a complaint with the EEOC or NERC.
Common Examples of Pregnancy Discrimination
Pregnancy discrimination is not always obvious. Sometimes, employers attempt to hide discriminatory actions behind excuses like “budget cuts” or “staff restructuring.” Here are some examples of pregnancy discrimination:
Firing or laying off a pregnant employee after she informs her employer of her pregnancy.
Refusing to provide medical leave for prenatal appointments.
Denying requests for reasonable accommodations, such as schedule changes to attend medical visits.
Assigning the employee to lower-paying roles or reducing work hours without reason.
If you notice these changes in your job duties, pay, or schedule, it may be necessary to discuss the issue with an attorney. Greenberg Gross LLP has a strong track record of helping employees prove that these actions are discriminatory. Evidence such as text messages, emails, and written performance reviews can be useful when filing a complaint.
How to Prove Pregnancy Discrimination
If you believe your employer has discriminated against you due to pregnancy, you will need to prove your claim. Here’s how you can strengthen your case:
Document Changes in Your Job: Keep a written record of any changes to your duties, pay, or work schedule after disclosing your pregnancy.
Save Communications: Collect evidence such as text messages, emails, and written correspondence with your employer.
File a Complaint: File a complaint with the Nevada Equal Rights Commission or the Equal Employment Opportunity Commission.
Contact an Attorney: Discuss your case with an experienced employment law attorney to determine if you have enough evidence to move forward with a lawsuit.
Proving discrimination often requires strong evidence. For example, if an employer makes negative comments about your pregnancy or suddenly reduces your hours, it may suggest discriminatory intent. Attorneys at Greenberg Gross LLP can review your evidence, help file a claim, and guide you through the process.
Filing a Claim for Pregnancy Discrimination
If you believe you have been a victim of pregnancy discrimination, you have the right to file a claim. Here’s how the process works:
File a Complaint with NERC or EEOC Employees must first file a formal complaint with the Nevada Equal Rights Commission or the Equal Employment Opportunity Commission. These agencies investigate claims of discrimination and determine if your employer violated the law.
Investigation and Mediation The NERC or EEOC will investigate the complaint. If evidence supports your claim, they may offer to mediate a resolution between you and your employer.
File a Lawsuit If mediation fails or no resolution is reached, you may be able to file a lawsuit. An attorney can help you file a claim for compensation, lost wages, and damages.
If you decide to file a claim, it’s essential to act quickly. Deadlines apply when filing complaints with NERC or the EEOC, so don’t wait too long to discuss your case with an attorney.
How Greenberg Gross LLP Can Help
When facing pregnancy discrimination, employees often feel helpless and unsure of where to turn. Greenberg Gross LLP offers compassionate, experienced legal support for employees navigating claims of discrimination. With a strong track record of success, the attorneys at Greenberg Gross LLP have helped countless employees hold employers accountable for violations of employment law.
If you need to discuss your case, contact the firm for guidance. Their attorneys have extensive experience handling cases involving pregnancy discrimination, wrongful termination, retaliation, and other employment law matters. Whether you’re seeking to file a complaint or pursue a lawsuit, Greenberg Gross LLP is ready to stand by your side.
Frequently Asked Questions (FAQ)
1. What is pregnancy discrimination? Pregnancy discrimination occurs when an employer treats an employee or job applicant unfairly due to pregnancy, childbirth, or related medical conditions. It includes wrongful termination, denial of accommodations, and demotions.
2. Can my employer fire me because I’m pregnant? No. It is illegal for employers to fire employees based on pregnancy under both federal law and Nevada law. If you believe your termination was discriminatory, you may be able to file a complaint.
3. How do I prove pregnancy discrimination? You can prove pregnancy discrimination by gathering evidence such as text messages, emails, and performance reviews. You should also document any changes to your job duties, pay, or schedule that occurred after you disclosed your pregnancy.
4. What role does the Nevada Equal Rights Commission play? The Nevada Equal Rights Commission enforces Nevada’s anti-discrimination laws and investigates complaints of discrimination. If you file a complaint with NERC, they will review your claim and may attempt to resolve it through mediation.
5. How much time do I have to file a complaint? There are time limits for filing a complaint with NERC or the EEOC. It’s important to act quickly to preserve your rights. Contact an attorney as soon as possible to discuss your situation.
6. Can I request reasonable accommodations while pregnant? Yes. Both federal and Nevada law require employers to provide reasonable accommodations for pregnant employees. This may include a change in work schedule or reduced physical demands.
If you are experiencing pregnancy discrimination, don’t wait to take action. Contact Greenberg Gross LLP to discuss your case with experienced attorneys who will protect your rights and fight for justice.
To provide the best experiences, we use technologies like cookies to store and/or access device information. Consenting to these technologies will allow us to process data such as browsing behavior or unique IDs on this site. Not consenting or withdrawing consent, may adversely affect certain features and functions.
Functional
Always active
The technical storage or access is strictly necessary for the legitimate purpose of enabling the use of a specific service explicitly requested by the subscriber or user, or for the sole purpose of carrying out the transmission of a communication over an electronic communications network.
Preferences
The technical storage or access is necessary for the legitimate purpose of storing preferences that are not requested by the subscriber or user.
Statistics
The technical storage or access that is used exclusively for statistical purposes.The technical storage or access that is used exclusively for anonymous statistical purposes. Without a subpoena, voluntary compliance on the part of your Internet Service Provider, or additional records from a third party, information stored or retrieved for this purpose alone cannot usually be used to identify you.
Marketing
The technical storage or access is required to create user profiles to send advertising, or to track the user on a website or across several websites for similar marketing purposes.
