In a recent pregnancy discrimination case, a federal district court in Pennsylvania ruled that the Pregnancy Discrimination Act (PDA) may apply in cases where an employee is no longer pregnant if an employer holds their previous pregnancy against the employee.
In this case, the employee was told by her employer that the company did not have a maternity leave policy when she requested time off to deliver and care for her newborn. Eventually she was granted ten days off, but immediately after delivering, asserts that she was wrongfully terminated. She sued her employer alleging FMLA violations, retaliation, disparate treatment, and wrongful termination. Because the claim was filed after the 300 day time limit, most claims were dismissed. The court permitted a claim to proceed that alleged the employer violated the PDA by refusing to rehire the employee due to her pregnancy.
If you have experienced pregnancy discrimination in Pennsylvania, you may have a limited amount of time to seek justice. Call 215-569-1999 or contact us online today to discuss your case with an experienced Philadelphia pregnancy discrimination lawyers at The Gold Law Firm P.C.
