Pregnancy Discrimination in Washington, DC, Maryland & VirginiaWe have successfully represented many women who have suffered pregnancy discrimination in the workplace. Employers routinely violate federal, state and local laws by terminating pregnant employees or retaliating against them for taking maternity leave or FMLA leave.
Potomac Legal Group is experienced in representing women who have faced gender, pregnancy and sex discrimination, as well as wrongful termination, sexual harassment and any unlawful act by an employer.
We are based in Washington, DC, with attorneys in Maryland & Virginia. We can handle your case regardless of where you perform your work or your employer’s location.
Pregnancy Discrimination Jumps 34%
Pregnancy discrimination affects women everyday. Pregnant women routinely face termination or reduced opportunities for promotion. Many employers fail to comply with the Family & Medical Leave Act. According to offical EEOC statistics, pregnancy discrimination claims have increased 34% over a decade.
Are You Experiencing Pregnancy Discrimination?
Pregnancy discrimination includes termination and retaliation. Employers may retaliate against a pregnant women with lower pay, fewer promotions, discipline, less training and fewer opportunities for advancement.
Federal law protects women with the Pregnancy Discrimination Act. We can help you determine if your employer has engaged in any type of discrimination. We will advise you whether you are still employed or have been terminated, and we will take the necessary steps of action through the Equal Employment Opportunity Commission (EEOC) and, if necessary, litigation.
Retaliation for Taking FMLA Leave
The Family & Medical Leave Act prohibits employers from taking adverse actions against any employee who takes leave or otherwise engages in a protected activity. An employee has a cause of action against her employer where the use of leave serves as a basis for termination.
Accommodations for Pregnant Employees in Maryland
Employers in Maryland must provide workplace accommodations for women with disabling pregnancy-related complications. A pregnant employee must request the accommodation, and the employer is required to make a good faith effort in providing the accommodation. Employers may not terminate or retaliate against an employee for requesting an accommodation. The law, which became effective in 2013, is the Reasonable Accommodations for Disabilities Due to Pregnancy Act.
Pregnant Employees in Washington, DC
Washington, DC, prohibits all employers from discriminating against pregnant women under the District of Columbia Human Rights Act. Employers must treat pregnant employees the same way as they treat employees with disabilities. Although it does not require employers to provide leave, the law requires employers to provide the same leave policies to all employees. In other words, an employer’s leave policies for one illness or disability must be the same for pregnancy and pregnancy-related disabilities. The employer is allowed to provide paid or unpaid leave, as long as both pregnant and non-pregnant employees receive the same treatment.
The District’s Family & Medical Leave Act also requires employers to provide 16 weeks of leave (during a 24-month period) for childbirth. The Accrued Sick & Safe Leave Act of 2008 extends paid and safe leave to employees in certain circumstances.
We Represent Women in Employment Disputes
Women professionals, managers, C-level executives, doctors, engineers, nurses, accountants, educators and administrative staff routinely face the same career penalties for being a woman. We can review your situation and create a path toward a positive resolution.
We are experienced in representing women who have faced Gender Discrimination, Pregnancy Discrimination, Sexual Harassment, Racial Discrimination, Unpaid Wages or Sales Commissions, Wrongful Termination, Racial Discrimination, Age Discrimination and any unlawful act by an employer.
Severance Agreements & Pregnant Employees
We advise all employees, especially pregnant women, to have an attorney review severance agreements before signing them. We have extensive experience in severance agreement negotiation. Signing a severance agreement can severely limit your rights to collect damages for certain acts by employer. You should never feel pressured into signing a severance agreement, or any other document, presented by an employer before having your attorney review the document.