Law Office of Raphael B. Hedwat.

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Law Office of Raphael B. Hedwat.
Abogado Rafael Y Asociados.

Raphael B. Hedwat | Lawyer Logo

Phone:

(888) 298-7279

Location:

5170 Sepulveda Blvd # 350, Sherman Oaks, CA 91403, United States

Edit Content

Law Office of Raphael B. Hedwat.
Abogado Rafael Y Asociados.

Phone:

(888) 298-7279

Location:

5170 Sepulveda Blvd # 350, Sherman Oaks, CA 91403, United States

Pregnancy Discrimination Lawyer in Los Angeles

Pregnancy Discrimination 1 | employment Lawyer | Raphael B. Hedwat

Law Office of Raphael B. Hedwat | Has Your Employer Disfavored You Due To Your Pregnancy?

To establish a claim for pregnancy discrimination, an employee must prove that:

Should You File A Pregnancy Discrimination Claim?

If you believe you may have a claim for pregnancy-related job discrimination, you should see an attorney. Under California law, victims of pregnancy discrimination may be entitled to back pay, punitive penalties, and compensation for emotional pain and suffering. However, because each situation is unique, it is critical that you contact with an expert employment lawyer about your alternatives. Pregnancy discrimination claims must be filed within a very short time frame. Therefore the longer you delay, the less likely you will be able to win your case.

Pregnancy Discrimination Regulations in California Protect Which Employees?

California’s pregnancy discrimination laws protect employees who are pregnant or who have a medical condition related to pregnancy or childbirth. This includes:

Pregnancy Discrimination FAQs Answered:

Pregnancy Discrimination| employment Lawyer | Raphael B. Hedwat

Certainly! Here are some frequently asked questions about pregnancy discrimination, along with answers to provide insights:

Pregnancy discrimination refers to the unfair treatment of employees based on pregnancy, childbirth, or related medical conditions. It involves treating a woman unfavorably in the workplace due to her pregnancy status, such as firing, demoting, or denying benefits or promotions.

Yes, in many jurisdictions, employers are required to provide reasonable accommodations for pregnant employees. These accommodations may include adjustments to work duties, schedules, or work conditions to ensure the health and safety of both the employee and the unborn child.

No, it is generally illegal for an employer to refuse to hire someone solely based on their pregnancy. Pregnancy should not be a factor in employment decisions, including hiring, unless the job presents a bona fide occupational qualification that the pregnant individual cannot meet.

No, terminating an employee solely because of their pregnancy is generally considered pregnancy discrimination and is prohibited in many jurisdictions. Pregnant employees have legal protections against termination based on their pregnancy status.

Employers cannot require a pregnant employee to take leave or not work unless there are legitimate medical reasons supported by a healthcare professional. Pregnant employees should be allowed to work as long as they are able to perform their job duties safely and effectively.

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