Los Angeles Pregnancy Discrimination Lawyers
Fight for Fair Workplace Treatment by Calling for a Free Consultation
The California Fair Employment and Housing Act (FEHA) prohibits employers from harassing, demoting, terminating, or otherwise discriminating against any employee for becoming pregnant. The pregnancy discrimination law applies to all California employers that regularly employed five or more full-time employees in the preceding year. Employees who believe their pregnancy rights are at risk should take their case to a California pregnancy discrimination lawyer. Feldman Browne Olivares has the experience you need to help you build an effective case for your needs.
Holding Your Employer Accountable
If you are subjected to unlawful harassment or pregnancy discrimination, with the help of a California pregnancy discrimination lawyer you may be entitled to recover pregnancy discrimination damages.
These could include compensation for:
- Emotional distress
- Lost wages
- Punitive damages
- Attorney’s fees
In addition, the California Pregnancy Disability Leave Law (“PDLL”) also combats pregnancy discrimination by requiring California employers to provide up to four months of leave for employees actually disabled by pregnancy or pregnancy-related conditions. This leave can be taken all at once or intermittently in order to protect the employee from pregnancy discrimination.
Further, the PDLL requires Los Angeles employers (or other California employers) to reasonably accommodate pregnant women at work and to consider granting an extended leave of absence beyond the mandatory four months to pregnant women who continue to be disabled by pregnancy.
Your Rights Following Your Child’s Birth
In California pregnancy discrimination cases, once the employee has given birth, she may be entitled to an additional 12 weeks of leave “for the reason of the birth of a child” under the California Family Rights Act (“CFRA”), which is California’s version of the FMLA and another protection against pregnancy discrimination.
Entitlement to CFRA leave for birth of a child depends on:
- Whether the LA employer employs more than 50 employees within a seventy-five mile radius
- Whether the Los Angeles pregnancy discrimination employee (or other California employee) worked more than 1,250 hours in the 12 months preceding the first day of the requested CFRA leave or any pregnancy disability leave
- Whether the employee has more than 1 year of service with the California employer