Milwaukee Pregnancy Discrimination Attorney
Has your employer started acting differently toward you since you told them you’re pregnant? Have your advancement opportunities suddenly dried up? You may be a victim of pregnancy discrimination — a common problem in the Wisconsin workplace.
The employment law attorneys at the law offices of Alan C. Olson & Associates, s.c., in the Milwaukee area, welcome your inquiry by phone or email. Schedule a free initial consultation with an experienced Wisconsin pregnancy discrimination lawyer as the first step to taking back what is lawfully yours.
Discrimination on the basis of pregnancy, childbirth, or a related medical condition is unlawful sex discrimination under the Wisconsin Fair Employment Act and Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act.
Under Title VII, it is unlawful for most employers “to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to … compensation, terms, conditions, or privileges of employment, because of such individual’s … sex….” 42 U.S.C. 2000e-2(a)(1).
The phrase “because of sex” has been defined by the Pregnancy Discrimination Act (PDA), through which Congress amended Title VII in 1978, to mean “because of or on the basis of pregnancy, childbirth, or related medical conditions.” 42 U.S.C. 2000e(k)
There are several types of evidence that may suffice to establish discrimination, by itself or in conjunction with others, such as:
- suspicious timing of discharge;
- ambiguous explanation for the employer’s action;
- poor treatment of other pregnant employees;
- the employer treated non-pregnant employees better; and
- other bits and pieces from which an inference of discriminatory intent might be drawn.
Where the employer makes false statements about an employee’s job performance, “a jury is entitled to view the false statements as circumstantial evidence of a discriminatory intent.”
An employee may establish pregnancy discrimination in a failure to hire or promote case by showing that: (1) she was pregnant; (2) she applied and was qualified for the position sought; (3) she was rejected; and (4) the position remained open and the employer continued to seek applicants from persons with the same qualifications.
If you feel you have been discriminated against on the basis of your pregnancy, please contact us to discuss your important legal rights.