Atlanta Pregnancy Discrimination Lawyers
Addressing Unjust Workplace Practices
Pregnancy discrimination in the workplace refers to the unfair treatment of an applicant or employee due to their pregnancy, childbirth, or related medical conditions. This form of discrimination manifests in various ways, including but not limited to unfair hiring practices, unjustified dismissal, denial of accommodations for pregnant employees, and unequal pay.
Under Title VII of the Civil Rights Act, it is unlawful to discriminate against workers because of their standing in a protected class, including sex. Further, the Pregnant Workers Fairness Act of 2023 expands these protections, requiring employers to provide reasonable accommodations to employees limited by pregnancy, childbirth, or related medical conditions unless they cause an undue hardship on business operations.
At Beal Sutherland Berlin & Brown, we firmly believe in equality and justice. We do not tolerate any form of discrimination in the workplace, including pregnancy discrimination in Atlanta. We stand up for the rights of workers and applicants, providing unwavering advocacy. Our commitment to fairness extends beyond mere compliance with the law; we strive to foster an inclusive and respectful workplace environment where all employees are valued for their contributions. Our tenacity in negotiation and at trial reflects our dedication to safeguarding the rights and dignity of all workers.
If you have been subject to pregnancy discrimination in Atlanta, please contact us at (404) 476-5305 to discuss your case.
Despite the legal protections against it, pregnancy discrimination remains an unfortunate reality in many workplaces. It can manifest in overt and subtle forms, making it essential for workers and employers to understand and recognize its many iterations.
Below is an overview of overt and subtle forms of discrimination:
- Overt: Overt discrimination is direct and explicit, often involving clear bias against a pregnant employee or applicant. The injustices could range from refusing to hire a competent candidate because they are pregnant to dismissing an existing employee based on their pregnancy.
- Subtle: Subtle discrimination is less conspicuous but equally damaging. It may involve microaggressions, such as inappropriate comments or jokes about a person's pregnancy. It could also be characterized by seemingly benign actions that disadvantage pregnant employees, such as consistently assigning them less desirable projects or excluding them from growth opportunities.
Furthermore, pregnancy discrimination can occur at various stages of the employment process, including hiring, firing, promotions, and accommodations. An employer who refuses to hire a pregnant applicant or unjustly fires or demotes a pregnant employee is engaging in a form of discrimination. Similarly, refusing to provide reasonable accommodations to pregnant employees—such as lighter duties, regular breaks, or flexible working hours—also constitutes discrimination.
By recognizing and understanding the various forms of pregnancy discrimination, employees and employers can take steps to eliminate such behaviors, ensuring compliance with laws and fostering a fair and respectful workplace environment.
The Pregnant Workers Fairness Act
A new law gives those who experience issues related to pregnancy the same accommodation rights as those with any other medical condition. Yes, the Pregnant Workers Fairness Act of 2023 (PWFA) took effect on June 27, 2023, and it basically says that workers who are experiencing pregnancy or childbirth or related medical conditions are entitled to accommodations as long as those accommodations don’t cause an employer undue hardship. An accommodation might be a modified schedule, a different office chair, or the right to attend a company meeting by Zoom. When it comes to seeking redress, the EEOC is now accepting charges of discrimination related to pregnancy regarding incidents occurring on or after June 27, 2023. (You can see more about filing pregnancy-related claims here on the EEOC website.)
Since the PWFA went into effect on June 27, 2023, a pregnant office worker will have to be accommodated if it doesn’t cause undue hardship to the employer. For instance, an office worker could work from home rather than expose herself to getting COVID.
How Our Firm Can Help
At Beal Sutherland Berlin & Brown, we understand the negative impacts of pregnancy discrimination, and we are committed to helping those who have experienced it seek justice. Our robust suite of legal services includes employment litigation specifically tailored to address instances of workplace discrimination. Our experienced attorneys are well-versed in the intricacies of federal and state laws, working diligently to seek remedies for affected employees.
We provide professional and compassionate service as we work to fight against pregnancy discrimination in Atlanta and uphold employees’ rights. Call us at (404) 476-5305 or contact us online today.