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Pregnancy Discrimination And Temporary Disability

Pregnancy Discrimination and Temporary Disability Attorney in New York

New York Lawyers Protecting the Rights of Working Women

In New York, employers cannot discriminate against women solely because they are pregnant. In the eyes of the law, companies must treat individuals expecting children as they would treat any other temporarily disabled employee. Phillips & Associates is comprised of pregnancy discrimination attorneys who fight for the rights of New York workers. If you were treated unfairly at work because of your family situation, we can explore your options and file a claim on your behalf if your employer broke the law.

Pregnant Workers Must Be Treated as Temporarily Disabled

Federal law prohibits employers from discriminating against a pregnant employee as long as she can perform the necessary tasks of her job. This means that she must be treated the same as other people with temporary disabilities. To accommodate the worker, the employer may be required to provide alternative assignments, allow disability leave, or let the employee take unpaid leave if these benefits are provided to other temporarily disabled employees. Also, some complications or conditions of pregnancy are recognized as disabilities under the Americans with Disabilities Act (ADA) or New York State disability laws. If one of these affects a certain individual, the employer may be required by law to provide reasonable accommodations that would allow the employee to do her job.

Employers in New York City are subject to the Pregnant Workers Fairness Act, which offers a broader scope of protection than federal or state law. Pregnant employees who work in the city are entitled to reasonable accommodations even if they do not have an ADA-recognized disability. Any employer with four or more workers must provide women expecting children with reasonable accommodations. Whether the employee’s request is reasonable is determined by several factors, such as the cost of the accommodation and the size and financial resources of the employer.

Victims of Discrimination Can File a Claim

Women whose employers have committed illegal pregnancy discrimination can file a claim to recover the damages they have suffered. This includes back pay and emotional damages. In addition, a female employee can seek a court order that forces the employer to end the discriminatory practices or rehire the individual if she lost her job. Punitive damages may also be available in some cases.

Employees must first file a complaint with the Equal Employment Opportunity Commission (EEOC) before pursuing a claim under federal law. An experienced attorney can help you draft an EEOC claim and then file a lawsuit once the agency issues you a Right to Sue.

Discuss Your Gender Discrimination Case with a New York Attorney

Many employers in New York are subject to federal laws that prohibit pregnancy discrimination, and most New York City entities must abide by the provisions of the Pregnant Workers Fairness Act. The dedicated gender discrimination lawyers of Phillips & Associates are familiar with all of the laws that protect pregnant employees and can tell you if you are entitled to temporary disability benefits as a result of your condition. To schedule time with one of our attorneys, call (866) 229-9441 or visit our contact page.

Discrimination Lawyer Success

  • $1.8 Million Race Discrimination

    Jesse S. Weinstein and Gregory W. Kirschenbaum successfully obtained a $1,800,000 unanimous jury verdict in the Southern District of New York on behalf of Plaintiff, John Pardovani. The verdict consisted of $800,000 in compensatory damages and $1,000,000 in punitive damages.

  • $280 Thousand Race Discrimination

    In a race discrimination case, a federal jury in New York found that use of the N-word in the workplace is never acceptable, even when used between black coworkers.

  • $2.2 Million Race Discrimination & Retaliation

    Greg Kirschenbaum was part of the trial team that won a $2.2 million verdict in a race discrimination and retaliation case in 2015. Rosas v. Balter Sales, et al.

  • $1.4 Million Religious & Sexual Orientation Discrimination

    Bryan Arce was part of the trial team that won a $1.4 million-dollar verdict in a religious and sexual orientation discrimination case brought by a Chef, which was the highest employment law verdict in 2012.