Pregnancy Discrimination Lawyer Glendale

Announcing a pregnancy to an employer can be scary. Far too often, expecting mothers are met with a cold shoulder, fewer opportunities, or even a pink slip instead of support and congratulations. Not only is this morally wrong, it's illegal.

If you’re experiencing unfair bias or discrimination in your workplace because you are pregnant, a pregnancy discrimination attorney in Glendale can work with you to secure your rights and the accommodations you’re entitled to.

Starpoint LC is an experienced pregnancy discrimination lawyer in Glendale, well-versed in workplace pregnancy discrimination and its damaging effects. We’re determined to fight for a just workplace where employers treat pregnant workers with the dignity all employees deserve.

Reach out to us and let us help you set things straight. From drafting official complaints to standing up to your employer in the courtroom, we're committed to securing the fair treatment and equality you’re entitled to.

Do Pregnant Employees Have Certain Rights in Glendale Workplaces?

Yes - all employees have rights, but pregnant employees earn special protections. Discriminatory workplace practices are illegal under the Pregnancy Discrimination Act (PDA), an amendment to Title VII of the Civil Rights Act, and under California's Fair Employment and Housing Act (FEHA).

Pregnancy Discrimination Act (PDA)

This federal law prohibits discrimination based on pregnancy, childbirth, or related medical conditions. An employer cannot refuse to hire, fire, demote, or withhold promotions or benefits from an employee because they are pregnant.

On the contrary, your boss needs to treat your pregnancy just like any other temporary medical condition. That means providing you with accommodations and benefits. If they refuse to do so or make you feel bad for requesting, a pregnancy discrimination attorney in Glendale can help.

California's Fair Employment and Housing Act (FEHA)

This law is specific to the Golden State and provides broader protections than federal law. It applies to all employers with five or more employees and says that pregnancy-related conditions are considered disabilities.

That means employers must provide reasonable accommodations unless it causes undue hardship to the business. This could be modified work duties, additional breaks, or temporary transfers to less strenuous positions.

California Pregnancy Disability Leave Law (PDL)

Pregnant employees in Glendale, California are entitled to up to four months of job-protected leave if they are unable to work due to pregnancy-related medical conditions.

PDL applies regardless of how long the employee has worked for the company or how many hours they’ve logged. It’s also worth noting that employers must continue providing health benefits as if the employee were still working.

California Family Rights Act (CFRA)

The CFRA gives eligible employees up to 12 weeks of unpaid, job-protected leave to bond with a new child. Unlike PDL, CFRA leave can be used for both parents, not just birth mothers.

This is one of the strongest parental leave laws in the country, and one California employees are fortunate to be able to take advantage of. It applies to employers with five or more employees and can be used following PDL for even more time off.

Family And Medical Leave Act (FMLA)

Employees working for a company with 50 or more employees are entitled to 12 weeks of unpaid leave for pregnancy, childbirth, or bonding with a newborn - provided they have been employed for at least 12 months.

Unlike California’s CFRA, FMLA also covers serious health conditions related to pregnancy that require medical leave. If any of the rights above have been violated, it’s worth having a conversation with a skilled, experienced pregnancy discrimination lawyer in Glendale.

What Are Some Examples of Pregnancy Discrimination in The Workplace?

Workplace pregnancy discrimination occurs when an employer treats an expectant mother unfavorably due to pregnancy, childbirth, or related medical conditions. The following are examples of both subtle and outright pregnancy discrimination:

Refusal to hire—not hiring a qualified candidate solely because they are pregnant or may become pregnant;
Denial of reasonable accommodations—failing or refusing to provide reasonable accommodations for pregnant employees;
Unwarranted discipline—punishing pregnant employees more harshly than non-pregnant employees for the same errors or performance issues;
Forced leave—requiring pregnant employees to take mandatory leave, regardless of their ability to continue working;
Demotion or job reassignment—demoting a pregnant employee or reassigning them to a less desirable position based on assumptions about their capabilities;
Reducing work hours—cutting a pregnant employee's hours without their consent and not based on work performance or business needs;
Exclusion from training or advancement opportunities—denying a pregnant employee access to training, professional development, or advancement opportunities available to other employees;
Pay cuts or salary freezes—reducing a pregnant employee's salary or freezing their pay while allowing for pay increases and bonuses for non-pregnant employees.
Denial of maternity leave—refusing to grant maternity leave or penalizing an employee for taking it, despite being eligible under company policy or federal and state laws like the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA); and
Harassment—subjecting a pregnant employee to harassment, such as making derogatory comments about her pregnancy, which creates a hostile work environment.

Determining the motive for your employer’s actions can be challenging, especially when distinguishing between pregnancy-related discrimination and legitimate employer conduct. At Starpoint LC, our seasoned pregnancy discrimination lawyers have the keen insight to assess workplace dynamics and identify if you're experiencing bias.

Contact us soon so we can thoroughly evaluate your case and determine if your employer's actions are discriminatory and illegal.

How Much Can a Pregnancy Discrimination Attorney in Glendale Help Me Earn in Compensation?

You’re entitled to financial compensation for the harm you’ve suffered, but the specific amount you could earn is going to depend on how severe your employer’s actions were along with the impact on your career, income, and emotional well-being.

That being said, here are some common forms of compensation a pregnancy discrimination attorney in Glendale can help with:

Back Pay–Covers lost wages from wrongful termination, denied promotions, or reductions in work hours due to discrimination.
Front Pay–If reinstatement is not an option, you may be awarded compensation for future lost wages.
Emotional Distress Damages–Compensation for mental anguish, anxiety, stress, or humiliation caused by discrimination or harassment.
Punitive Damages–If your employer’s actions were particularly egregious, the court may award additional financial penalties to punish the wrongdoing and deter future violations.
Compensatory Damages–Covers medical expenses or costs incurred as a result of discrimination, such as lost health benefits or therapy for emotional support.
Attorney’s Fees and Court Costs–Your employer may be required to cover your legal fees and related expenses if you win.

The only way we could provide you with a better sense of what you can expect is if we talk about the details of your case. Get in touch with our pregnancy discrimination lawyer in Glendale today.

How to Prove Pregnancy Discrimination in the Workplace

It’s no secret that proving your case can be a challenge - but that’s why having the right pregnancy discrimination attorney in Glendale is so important. This sets you up for success at every step, from evidence gathering to negotiation. Here’s what you need to know:

Document Every Incident: Keep emails, text messages, performance reviews, and written communication from your employer that reference your pregnancy or changes in how you’re treated. This could be a journal of discriminatory remarks, denied accommodations, or changes in workload and responsibilities.

Compare Treatment to Non-Pregnant Employees: Coworkers in similar positions being treated more favorably helps make your case more compelling. An experienced pregnancy discrimination lawyer in Glendale can help uncover workplace disparity.
Gather Witness Statements: Co-workers, supervisors, or HR representatives who witnessed discriminatory actions can provide statements to support your case.
Review Company Policies: Your employer failing to follow its own workplace policies regarding accommodations, leave, or equal treatment will be additional proof used in the case.
Request a Written Explanation for Employer Actions: If you were fired, demoted, or denied leave, ask your employer to explain their reasoning in writing. If their justification is inconsistent or non-legitimate, you’ll have a stronger case.
File a Complaint with the EEOC or CRD: The Equal Employment Opportunity Commission (EEOC) and California Civil Rights Department (CRD) investigate discrimination claims. This is where you’ll file your formal complaint.
Consult a Pregnancy Discrimination Attorney: An experienced Glendale pregnancy discrimination attorney will analyze evidence, identify legal violations, and help you pursue a strong case. They can even subpoena additional records or employer communications to build a winning stance.

The best thing you can do to help prove your case is to leave it to an expert pregnancy discrimination attorney in Glendale, like our team here at Starpoint Law.

What Does a Glendale Pregnancy Discrimination Lawyer Do?

At Starpoint LC, we offer compassionate advocacy and empathetic support. We are here to provide the guidance you need to protect your rights and ensure that your employer treats you fairly. As your partner in the fight against pregnancy discrimination, the following are just a few of the services we offer:

We can explain your legal rights and protections, including the right to reasonable accommodation and leave and the right to be free from a hostile work environment;
We can evaluate your situation to determine if your employer violated your rights under federal and state laws and advise you as to the best course of action;
We can help gather and preserve evidence that supports your claim, such as emails, internal memos, witness statements, and employment policies;
We can represent you in negotiations with your employer, aiming for a settlement without the need for litigation that might include compensation for damages or changes to workplace policies;
We can represent you during alternative dispute resolution processes like mediation or arbitration, which are often quicker and less adversarial than court trials;
We can assist you in filing a formal complaint with the appropriate government agencies, such as the Equal Employment Opportunity Commission (EEOC) or the relevant state agency; and
If necessary, we can file a lawsuit and represent you in court to seek remedies, including back pay, reinstatement, compensatory and punitive damages, and legal fees.

If you face unjust employer conduct, don't hesitate to contact us. We will fight to hold your employer accountable and end discriminatory treatment. Better yet, having our competent pregnancy discrimination team on your side increases your chances of walking away with the resolution you deserve.

Let us help you protect your career and finances throughout your pregnancy journey.

Our Pregnancy Discrimination Attorney in Glendale is On the Case!

At Starpoint LC, our unwavering commitment to upholding justice has earned us an impeccable reputation. We pride ourselves on being legal experts with a stellar track record. We aren’t just your trusted pregnancy discrimination lawyer in Glendale, either:

While we specialize as a pregnancy discrimination attorney in Glendale we’re your workplace advocate for any sort of injustice. As the #1 employment lawyer in Glendale CA, there’s no case we’re not equipped to handle.

So next time you need a wage and hour lawyer in Glendale or disability discrimination lawyer in Glendale, don’t hesitate to reach out. We've never lost a case, so you can rest assured that you’ll receive the finest legal representation when you work with us.

Frequently Asked Questions Our Pregnancy Discrimination Lawyer in Glendale Gets Asked

What is the Average Settlement for Pregnancy Discrimination?

Settlement amounts vary as mentioned earlier, but typically range from $10,000 to $500,000, depending on lost wages, emotional distress, and employer misconduct. Cases with severe retaliation or wrongful termination that led to more tangible damages yield higher payouts.

Is it Hard to Win a Pregnancy Discrimination Case?

It can be, but that’s why it’s so important to invest in the guidance of a pregnancy discrimination lawyer in Glendale, CA. Employers rarely admit discrimination, so proving unfair treatment through emails, witness testimony, or changes in workload is key. Many cases settle before trial.

How Long Does it Take to Settle a Pregnancy Discrimination Lawsuit?

The duration of a lawsuit varies widely based on case complexity, the parties’ willingness to settle, and the court's schedule. Your lawyer can give you an estimate based on their experience with similar cases in Glendale.

What is the Burden of Proof for Pregnancy Discrimination?

Employees must prove: (1) they were pregnant or had a related condition, (2) they suffered an adverse action (be it termination or demotion), and (3) pregnancy was a motivating factor. Employers then must justify their actions.

Is It Worth Getting a Pregnancy Discrimination Lawyer in Glendale?

Yes. Speaking with a pregnancy discrimination attorney can make all the difference in your case’s outcome. A lawyer can help you navigate complex laws, protect your rights, and ensure you receive a fair result, even in the most challenging situations.

What Should I Bring to My First Meeting with a Pregnancy Discrimination Attorney in Glendale?

It's helpful to bring any documents related to your employment and the discrimination you've faced. This includes employment contracts, employer communications, medical records about your pregnancy, notes on incidents of discrimination, and any witness contact information.

Will My Case Go to Trial?

Not all cases go to trial; many are resolved through settlements. Your lawyer will work towards the best possible outcome, which may include negotiating a settlement or, if necessary, representing you in court.

Are There Different Rules for Pregnancy Discrimination If I Am A Part-Time Or Contract Worker?

No. Pregnancy discrimination protections typically apply to all workers, including part-time and contract employees. However, specific rights and protections may vary, so it's important to consult with a skilled lawyer at Starpoint LC about your particular situation.

What If the Discrimination is Coming from My Direct Supervisor?

Discrimination from any employee, including supervisors, is unacceptable and illegal.

What if Another Employee is Discriminating Against Me?

Your employer is responsible for preventing workplace discrimination, even from coworkers. If you report the behavior to HR and they’re not taking the matter seriously and protecting you, then you have grounds for a legal claim.

Do I Need to Show My Boss a Doctor’s Note for Workplace Accommodations for My Pregnancy?

For minor adjustments, no. They should take you out at your word. But for more significant accommodations, like modified duties, extended leave, etc., they may request medical documentation. Note that they cannot demand unnecessary private details.

Can A Pregnancy Discrimination Claim Impact My Future Employment Opportunities?

While it's illegal for employers to discriminate against you for filing a claim, worrying about your professional reputation is understandable. A pregnancy discrimination attorney at Starpoint LC can discuss confidentiality and strategies to minimize any potential negative impact on your career.