Pregnancy Discrimination Lawyer | Pasadena

Pregnancy should be a time of joy and anticipation, but for many working women, it brings an unexpected challenge: workplace discrimination

If you are a working professional in Pasadena, navigating the challenges of workplace pregnancy discrimination can be a discouraging task. In such situations, knowing that you have legal protections is crucial.

If you’re facing unfair treatment at work because you are pregnant, a Pasadena pregnancy discrimination lawyer can explain your rights and the steps you can take to protect yourself. At Starpoint LC, our skilled advocates provide valuable guidance and representation. 

Drawing on our expertise and commitment to safeguarding pregnant employees’s rights, we can help you navigate the legal process, seek justice, and end unfair practices in your workplace.

Pregnancy should be a period of celebration, not stress from workplace discrimination. Don’t let pregnancy discrimination undermine your career or well-being—let the legal experts at Starpoint LC assist you in taking action.

What Is Pregnancy Discrimination in the Workplace?

Pregnancy discrimination occurs when an employer mistreats an employee because of pregnancy or related medical conditions. This mistreatment can manifest in various forms, including:

  • Denial of time off or reasonable accommodations;
  • Unwarranted disciplinary actions;
  • Reduced hours or pay without justification;
  • Harassment or insensitive comments about pregnancy; and
  • Termination or demotion due to pregnancy.

This type of discrimination is unethical and illegal under various state and federal laws.

How Do I Identify Workplace Pregnancy Discrimination?

Recognizing discrimination can be challenging, as it is not always obvious. It can be subtle, like being passed over for a promotion, or blatant, like termination. 

Consider your workplace environment and attitude when assessing whether discrimination is at play. Has there been any change in how your colleagues or supervisors treat you since they found out about your pregnancy? Are you experiencing feelings of isolation, scrutiny, or being undervalued compared to how you felt before your pregnancy? Do you feel like your employer is denying you accommodations that others receive just because you are pregnant? These types of changes could be symptomatic of a discriminatory workplace mindset.

Identifying discrimination requires affected employees to discern between legitimate business decisions and actions motivated by prejudicial attitudes toward pregnancy. Here are examples, from subtle signs to more overt behavior.

Subtle Signs of Discrimination

Often, the signs of discrimination are not direct or explicit. The following are examples of more subtle indicators:

  • A shift in responsibilities—you might find that your employer is slowly stripping away your responsibilities or significantly altering them without an apparent, justified reason, especially after disclosing your pregnancy;
  • Being excluded from meetings or projects—being left out of crucial meetings or projects that you would typically be involved in can be a sign of discrimination, especially if the exclusion started after announcing your pregnancy;
  • A lack of support—a sudden lack of support from supervisors or colleagues, which can manifest as a failure to respond to your requests for assistance or resources, can be a sign of a discriminatory attitude;
  • Negative performance reviews—if you receive a negative performance review that is inconsistent with your previous evaluations and there has not been a significant change in your performance, it could be related to your pregnancy; and
  • Being denied opportunities—being passed over for training, promotions, or any chance of advancement, especially when you have a track record of being qualified for such opportunities, could be a sign of pregnancy discrimination.

Since all these actions could result from something other than your pregnancy, knowing the difference requires carefully observing workplace patterns and behaviors. 

An experienced Pasadena pregnancy discrimination lawyer at Starpoint Law has experience discerning workplace discrimination from legitimate behaviors. They can evaluate your situation and help you determine if your employer’s action amounts to discrimination.

Blatant Forms of Discrimination

Some forms of discrimination are unmistakably clear and directly related to one’s pregnancy. Examples include:

  • Termination—if your employer fires you without a legitimate business reason or a history of performance issues shortly after you disclose your pregnancy, it can be a blatant form of discrimination;
  • Harassment—harassment can include inappropriate comments about your body, pregnancy, or future motherhood status and can create a hostile work environment, which is a clear violation of your civil rights;
  • Being refused maternity leave—if you are eligible for maternity leave under the Family and Medical Leave Act (FMLA) or state laws and your employer denies leave or discourages you from taking it, this is a direct violation of your rights;
  • Denying adjustments —if your employer approves accommodations for health reasons or disabilities for other employees who need temporary adjustments but is inflexible with your pregnancy-related needs or if they deny simple adjustments or modifications, it can be a form of discrimination; and
  • Retaliation for requests—if you face negative consequences, such as being demoted or receiving a pay cut after requesting accommodations, this could be considered retaliatory discrimination.

If you experience any of these signs of discrimination, it is crucial to carefully document each occurrence, including dates, times, witnesses, and details. This documentation can be essential if you decide to take legal action.

What Are My Legal Protections?

As a Pasadena employee, several laws protect you from pregnancy discrimination, including:

  • Pregnancy Discrimination Act (PDA)—the PDA prohibits discrimination based on pregnancy, childbirth, or related medical conditions and applies to employers with 15 or more employees;
  • Family and Medical Leave Act (FMLA)—for eligible employees, the FMLA provides up to 12 weeks of unpaid leave for the birth and care of your newborn child;
  • California Family Rights Act (CFRA)—like the federal FMLA, the CFRA  allows eligible employees to take up to 12 weeks of unpaid, job-protected leave for family and medical reasons within 12 months while maintaining their group health insurance; and
  • Fair Employment and Housing Act (FEHA)—in California, the FEHA offers even broader protections than federal laws, including requirements for employers to provide reasonable accommodations for pregnant employees.

This combination of state and federal laws prohibits pregnancy discrimination and sets the standard for acceptable and unacceptable workplace behaviors. By familiarizing yourself with these laws and standing up for your rights, you contribute to a broader movement toward a more inclusive and fair workplace.  

How Can the Pregnancy Discrimination Lawyers at Starpoint LC Help?

At Starpoint Law, we have never lost a case. Why? Because as experts in the legal field, our reputation is everything. Moreover, our clients are more than just case numbers; they are people with real stories and concerns that drive us to fight fiercely for just settlements and outcomes.

As your pregnancy discrimination advocates, we’ll bring extensive experience in employment law to the table, providing services you can count on. These services include but are not limited to:

  • Knowledgeable legal advice tailored to your unique circumstances;
  • Outstanding representation throughout the legal process, from filing a complaint to representing you in court, if necessary;
  • Expert negotiation skills that allow us to work with your employer to reach a just settlement;
  • Compassionate support and reassurance throughout the process ensuring you never feel alone in your fight for justice.

If you need a pregnancy discrimination attorney, Starpoint LC offers free one-on-one consultations. Contact us today to discuss your case, and let us explain your rights.