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Representing Victims Of Pregnancy Discrimination

Last updated on December 2, 2023

Employers are prohibited by law from discriminating against a woman because of her pregnancy status. But the law cannot always prevent employers from engaging in discriminatory practices; some employers go around the law or blatantly disregard the law. At the Law Office of Sandra D. Parker, our attorney relentlessly represents clients who have been wrongfully discriminated against based on race, age, gender or pregnancy status.

If you believe you have been a victim of pregnancy discrimination, contact our New York City law firm at 212-317-2883 for an experienced lawyer’s help.

FMLA And Maternity Leave

The Family and Medical Leave Act (FMLA) offers many protections, including the right of pregnant employees to take time off from work to give birth and subsequently care for their newborns. In some cases, employers may not comply with the provisions of the FMLA.

If your employer did any of the following, you may be able to bring a pregnancy discrimination claim under the FMLA:

  • Failed to advise you of your rights
  • Discouraged you from taking time off
  • Denied your request for maternity leave
  • Failed to hold your position while you were on leave
  • Retaliated against you for taking FMLA time

Similarly, you may also have a pregnancy discrimination claim if you have been denied a job because you were pregnant during the interview. Your employer also cannot discriminate against you for being pregnant with regard to job assignments, promotions, training or termination.

Attorney Sandra D. Parker has extensive experience handling employment law claims, including cases involving pregnancy discrimination. She will leave no stone unturned in providing you with aggressive representation if you have been treated unfairly.

Contact Our Employment Law Lawyer Today

To schedule a consultation with an experienced New York employment law lawyer, contact our law firm at 212-317-2883. We will gladly hear your pregnancy discrimination case.