| The Equal Employment Opportunity Commission | | | | would treat costs for other medical conditions. |
| (EEOC) has reported yearly increase in pregnancy | | | | Abortion is not required to be covered by the |
| discrimination cases received since 2006. In 2008, the | | | | company’s health insurance unless to save a |
| EEOC received 6,285 cases of pregnancy | | | | mother’s life. |
| discrimination cases. | | | | Pregnancy related expenses should also be |
| Los Angeles pregnancy discrimination attorneys can | | | | reimbursed the same way it covers cost for other |
| help women who are victims of this type of | | | | medical conditions. It does not matter if it is on a fixed |
| discrimination in getting damages and resolving their | | | | or percentage of reasonable-and-customary-charge |
| cases. | | | | basis. |
| According to EEOC, of the 6,285 cases, 5,282 of | | | | The amount to be paid by the insurance provider can |
| those have already been resolved. The monetary | | | | be limited to the same extent as those for other |
| benefits recovered for pregnancy discrimination victims | | | | medical conditions. |
| total to about 12.2 million dollars. | | | | • Fringe Benefits – All benefits given to |
| The Pregnancy Discrimination Act or PDA protects | | | | employees must include pregnant women and |
| women from discrimination on the basis of pregnancy | | | | pregnancy related benefits should not be limited to |
| and childbirth. This covers all employers with more than | | | | married couples only. |
| 15 employees that include state and local governments. | | | | If a company provides benefits to employees on |
| The Pregnancy Discrimination Act protects women in | | | | leave, then the same should be given to women on |
| the following: | | | | leave because of pregnancy related concerns. |
| • Hiring – A woman cannot be refused | | | | Pregnant women should also be treated the same |
| employment on the basis of her pregnancy, pregnancy | | | | way as temporarily disabled employees are treated in |
| related condition or the prejudices of other employees, | | | | terms of accrual and seniority crediting, increase in pay, |
| clients and customers toward pregnant women. | | | | vacation and other disability benefits. |
| • Pregnancy and Maternity Leave – If a | | | | If you are a pregnant woman being discriminated upon, |
| pregnant woman is not able to perform her duties as | | | | or an individual who is witness to any form of |
| a result of her pregnancy, the company must treat her | | | | discrimination, you can contact your human resources |
| situation as they would treat any other disability case. | | | | department about the process of filing a complaint. |
| Pregnant women must be allowed to work until they | | | | You can also seek legal help. |
| are able to. If she is absent from work because of | | | | Los Angeles pregnancy discrimination attorneys are |
| pregnancy related concerns and recovers, the | | | | able to help women uphold their rights as a pregnant |
| company cannot require her to take a leave until | | | | woman in the workplace. They can also protect |
| childbirth. | | | | women and other individuals who oppose discrimination |
| The company must also keep the job open for | | | | from retaliation from employers, the company, or even |
| pregnancy related issues the same length of time | | | | fellow employees. |
| when other positions are held open for an employee | | | | To help you pursue claims for pregnancy discrimination |
| on a disability leave. | | | | and other employment cases, consult with our expert |
| • Health insurance – If a company provides | | | | Los Angeles pregnancy discrimination attorneys. Visit |
| health insurance to its employees then it should also | | | | our website and call us toll free for immediate legal |
| cover all pregnancy related conditions the same way it | | | | assistance. |