Despite the many laws and reforms over the years that are designed to protect women in the workplace and make them feel more welcome, pregnancy discrimination still exists and, even when the discrimination is not blatant, “many of the country’s largest and most prestigious companies still systematically sideline pregnant women,” as reported by The New York Times. For administrative assistants, pregnancy could mean being passed over for promotions and raises, being set back in one’s career, and, sometimes, even suffering from blatant forms of discrimination.
Examples of Pregnancy Discrimination Against Administrative Assistants
Administrative assistants and other office workers may experience discrimination if they become pregnant. While discrimination may take many forms, pregnancy discrimination against administrative assistants may present itself in the following ways:
- Demoting or refusing to promote the pregnant administrative assistant;
- Reducing the administrative assistant’s pay;
- Terminating or placing the administrative assistant on leave (even if leave is not requested and the assistant is still able to perform the job duties);
- Refusing to make reasonable accommodations for the administrative assistant;
- Harassing an administrative assistant based on her pregnancy status, resulting in a hostile work environment;
- Denying the administrative assistant her same (or a similar) job when she returns from pregnancy/maternity leave;
- Wrongfully denying someone leave under the FMLA;
- Refusing to hire someone based on her pregnancy status; and
- Otherwise treating a pregnant worker differently than another temporarily disabled employee.
Laws That Protect Against Pregnancy Discrimination
There are a handful of state and federal laws that are designed to prevent discrimination on the basis of pregnancy and which provide employees who are discriminated against the right to remedy. Important laws are Title VII of the Civil Rights Act of 1964, the Pregnancy Discrimination Act of 1978, the Americans with Disabilities Act (ADA), and the Family and Medical Leave Act (FMLA). If you have questions about these laws and which have been violated in the act of discrimination against you, do not hesitate to consult with one of our experienced pregnancy discrimination lawyers at the office of McOmber McOmber & Luber, P.C.
Remedies if You are Facing Discrimination
If you have been discriminated against and have suffered harm as a result, you may be entitled to certain legal remedies. It is important that you talk to an attorney and discuss your right to bring forth a discrimination claim with the Equal Employment Opportunity Commission (EEOC), as well as strategies for making sure your complaint is successful. If the EEOC’s investigation yields a finding of discrimination, you may be entitled to back pay, front pay, reinstatement to your original position, hiring, promotion, compensatory damages, and even punitive damages in some cases.
Call Our Experienced Pregnancy Discrimination Attorneys Today
If you are an administrative assistant or another office worker who has faced discrimination in the workplace based on your pregnancy status, you have legal rights. Our experienced pregnancy discrimination attorneys at the office of McOmber McOmber & Luber, P.C. can explain your rights and advocate for you. Please contact our Red Bank, Marlton, Newark, New York, or Philadelphia office today for a free consultation.