Texas mothers and mothers-to-be might be familiar with the discrimination that can take place in the workplace when an employee is pregnant. Despite any claims employers might make about caring for the health of pregnant employees, it is illegal in the United States to terminate a pregnant worker's employment.
Studies conducted over the course of 20 years have shown that pregnancy discrimination is a problem in some of the largest companies in the U.S. Individual reports of pregnancy bias in the workplace illustrate this fact. A mother working at a distribution center for a large American corporation was only able to take breaks due to morning sickness once she provided her employer with a signed doctor's note. Her supervisor also proposed that she take unpaid leave from work since she was unable to do heavy lifting at her job.
Another instance of sex discrimination based on pregnancy was reported by a pregnant employee working for a mining and trading company. She was told by her superior that higher positions were less available to her due to her age and pregnancy. Both of these reported cases are examples of the kind of discrimination outlawed by the Pregnancy Discrimination Act of 1978. This act is meant to protect pregnant workers who suffer discrimination due to their childbirth and health conditions related to pregnancy.
Pregnant employees who experience workplace discrimination that is based on their pregnancy might choose to contact an attorney. Contacting a lawyer to discuss the details of the discrimination may lead to the filing of a lawsuit against an employer who appears to have violated the Pregnancy Discrimination Act of 1978. It might be more possible to make a case if the worker was treated differently from coworkers who had medical conditions unrelated to pregnancy.