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Title VII, codified at 42 U.S.C.S. §2000e et. seq., was
amended to include the Pregnancy Discrimination Act (“PDA”), codified at
42 U.S.C.S. §2000e(k), which makes it illegal for an employer,
employment agency or labor union to discriminate against female
employees affected by pregnancy, childbirth, or related medical
conditions. Employers must ensure equal application of benefits under
fringe benefits programs to pregnant employees, as those given to other
non-pregnant employees who are similar in their ability or inability to
work. Even an otherwise inclusive plan that singles out
pregnancy-related benefits for exclusion is unlawful under the PDA. In
application the PDA requires employers that provide temporary paid leave
to other disabilities to provide temporary paid leave for a temporary
disability due to pregnancy and childbirth. The Connecticut Supreme
Court has limited the protection afforded by the PDA to employers with
more than three employees; employers with fewer than three employees may
discriminate on the basis of pregnancy.
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If you want to file a claim for pregnancy discrimination with the state,
a complaint must be filed with the appropriate state agency within 180
days after the alleged act of discrimination. To file a violation of
the federal law, you must file a complaint with the Equal Employment
Opportunity Commission (“EEOC”). If your employer violated both state
and federal law, you must timely file your complaints with the state
administrative agency, which will also send a copy to the EEOC.
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Our attorneys have extensive experience advocating for clients who have
been discriminated against in all covered violations of Title VII. Our
attorneys have litigated these violations extensively at state, federal
and administrative forums.
Our office offers a full consultation. |
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