Pregnancy Discrimination at Workplace Essay Example

working at the retail sector while the financial sector showed the least discrimination against expectant mothers. Most of these women lost financially by having their salaries cut, getting a lower pay rise or even losing their salaries after losing their jobs (Management-Issues, 2005). Despite the strong legal framework to protect pregnant women from discrimination, it is hard to prove some of these cases in our country's court systems.

There are several laws that cover discrimination in United States e. g. Title VII of the Civil Rights Act of 1964, which includes the Pregnancy Discrimination Act of 1978” (Workplacefairness, 2006 para 4). This law covers a wide range of discriminations that one can be subjected to due to sex. Some of these forms of discriminations include work assignments, promotions, retirement policy and wages, hiring and firing among others. According to this law discrimination because of pregnancy is considered to be a form of sex discrimination. Also there is Family and Medical Leave Act (FMLA) which was enacted by the Congress in 1993.

This law guarantees an employee job protection and a twelve week unpaid leave to recover from serious medical condition which also includes pregnancy, taking care for a newly born child, sick child, spouse or parent. It also guarantees employees the same job or an equivalent job in terms of payment and benefits after the twelve week unpaid leave is over. During the leave pregnant mothers or other employees with short term disabilities continue to enjoy their health benefits (Workplacefairness, 2006). When to Inform Employer about Pregnancy

When most women are planning to get pregnant what comes first is how to inform

family members and friends. Issues relating to work may not come first in their minds. Perhaps work related issues are important and should be thought about. According to Weiss (n. d) informing you employer about your pregnancy should depend on your medical condition, potential hazards at workplace and ones plans. Employees at early stages of pregnancy and it is not showing may choose to keep that information to themselves but there comes a time when the pregnancy is noticeable and cannot be hidden or your condition may warrant medical attention.

Before reaching this point, it is important for pregnant employees to discuss about possible hazards and risks with their doctors. They should also familiarize themselves with their rights and know the procedure to file a complaint. This information can be available in civil right commission in the states or the Equal Employment Opportunity Commission. It is also very necessary to review company’s policies on sick leave, family and medical disability leave if eligible or short term disability leave.

After this is done the employee can now make an appointment with the Human Resources department and inform them about the pregnancy. Conclusion The rising number of pregnancy discrimination complaints filed with the United States Equal Employment Opportunity Commission is a clear indicator of the increase in pregnancy discrimination at work place. The role of women has greatly changed in the last half a century and they have been integrated in our workforce.

Employers should reasonably accommodate pregnant employees so that can perform their duties efficiently without fear for discrimination. If an employee is unable to undertake her duties temporarily due to pregnancy she

should be treated like other employees who are temporary disabled. For instance she can be given alternative tasks to perform, get a disability leave or unpaid leave. It is imperative to sensitize the business fraternity and the society on the need to give a woman a just and fair treatment during her pregnancy. Pregnant mothers need our support and respect.