Columbus, OH Pregnancy Discrimination Attorneys

All too often our Columbus Ohio pregnancy discrimination attorneys hear from pregnant workers who are suffering from hostility and discrimination in the workplace because of their pregnancy status. If you lost your job or were denied employment because of your pregnancy, Title VII protects pregnant employees from discrimination by their employers because of pregnancy or related medical conditions.

The federal protection from pregnancy discrimination is based upon the Pregnancy Discrimination Act of 1978 set forth within Title VII of the Civil Rights Act of 1964. In circumstances where an employee’s pregnancy (or complications from it) affects her ability to do her job, their employer must make reasonable accommodations to enable the employee to continue working through or after their pregnancy. It is important for an employee to be open with her employer about her pregnancy to ensure that the employer cannot claim ignorance about the pregnancy or medical issues resulting therefrom should the employer take unlawful action. If you are having difficulty with your employer or have any questions about your rights contact our office to discuss your rights with our Ohio pregnancy discrimination lawyers.

Family and Medical Leave (FMLA)

In addition to protection against pregnancy discrimination, individuals employed by larger employers (50 or more employees within a 75-mile radius) are likely entitled to Family and Medical Leave (FMLA). Eligible employees may receive up to 12 weeks of unpaid, job-protected leave per year. It also requires that group health benefits be maintained during the leave. If an employee requests and/or receives FMLA leave, their employer may not interfere with their right to take the leave or retaliate against them for doing so. We have more information about FMLA rights here.

Know Your Rights Regarding Pregnancy and Employment

There are laws to protect pregnant employees from being fired, rejected for hire, or otherwise disciplined because you are pregnant. Employers are not allowed to determine an employee is unable to perform her job because she is pregnant. Employers must attempt to make accommodations for pregnant employees and cannot unilaterally conclude a pregnant employee is unable to do her job.