Regarding COVID-19:

Collins, Buckley, Sauntry & Haugh remains open for business during this Stay at Home period as our work has been deemed essential by Governor Walz. To ensure we can serve our clients and that our staff is safe and healthy we are doing our work remotely. We continue to work on current and new client matters. Minnesota Courts are determining which cases will be heard based on their priority level. If you have an active case and an upcoming hearing date, we will notify you regarding any additional impact the circumstances surrounding COVID-19 may have on your case. Thank you for your continued patience and cooperation during this time.

How to identify pregnancy discrimination

On Behalf of | Aug 10, 2019 | Employment Law

Not all forms of discrimination in the workplace are overt. However, changes in attitude or performance reviews following a pregnancy announcement can be an insidious form of discrimination, regardless of whether they are direct or indirect. It is a good idea for Minnesota residents to know the signs of pregnancy discrimination, no matter if they are currently pregnant or trying to become pregnant. Even men in the workplace should learn what pregnancy discrimination looks like, in order to keep an eye out for fellow female colleagues and speak up during offensive situations.

The United States Equal Employment Opportunity Commission (EEOC) outlines the full protections that are provided to pregnant women in the workplace under the Pregnancy Discrimination Act (PDA). At a federal level, workplaces are not allowed to discriminate against pregnancy or childbirth, even during hiring and firing procedures. If a pregnant woman believes that her pay rate, promotions, health insurance or job assignments have been affected due to her pregnancy, then she is protected under the PDA. The Act also covers discrimination relating to harassment, temporary disability and parental leave.

In 2018, Forbes reported that a common way employers discriminate against pregnant women is through the refusal to make accommodations to the job for the benefit of the pregnant employee. This refusal can force pregnant women to quit in order to preserve not only their health but the health of the unborn child. Accommodations not only for physical requirements such as heavy lifting but also attendance or being on time can affect pregnant women who suffer from morning sickness. Pregnant women who suspect discrimination are recommended to document the unfair situations.