When expecting a child, an employee may hope that his or her employer will not violate any laws or engage in discriminatory practices. Any employer who violates the Pregnancy Discrimination Act, which was established in 1978, may face significant legal consequences. Although many statutes intend to prevent discrimination in the workplace, violations occur. Texas employees may need to take action when discriminated against for being pregnant.
Understanding the Pregnancy Discrimination Act
In generations past, someone could lose a job for becoming pregnant, a practice barred by the Pregnancy Discrimination Act, a law that builds on the Civil Rights Act of 1964. The law covers several aspects of pregnancy discrimination. Employers face potential consequences for firing a pregnant employee and refusing to hire or promote a pregnant person.
Again, the law covers many forms of pregnancy discrimination. A company may even have an “unofficial policy” that passes over job candidates because they may be of childbearing age, which would be another violation of the law.
Ultimately, those who are able to perform their jobs should be able to keep them. Employees should not suffer any adverse actions, either. What “should” happen isn’t always what “does” happen, though.
Taking action against discrimination
Understanding employment law statutes may help someone concerned about discrimination. The Equal Employment Opportunity Commission (EEOC) has policies in place to assist those who suffer discrimination. Those wishing to take action against an employer who violates the law could follow the established steps for doing so.
Be mindful that not every workplace falls under the statutory requirements of the Pregnancy Discrimination Act since the law only applies to companies with 15 or more employees. That does not mean a company with fewer than 15 employees may engage in discrimination, though. A worker could explore remedies available under state law.