Articles Posted in Pregnancy Discrimination

New York City pregnancy discrimination attorneys can assert claims for their clients under federal, state, and city law. Federal law specifically defines sex discrimination to include discrimination on the basis of pregnancy, childbirth, and medical conditions related to either. New York City law provides similar protections, but goes further. Employers in New York City must provide reasonable accommodations to pregnant employees, as well as those who have recently given birth. They are also prohibited from discriminating against workers based on caregiving responsibilities for minor children. In 2018, the New York City Council enacted two new laws that require employers to accommodate breastfeeding employees. They must provide employees with a location to express breast milk, as well as sufficient time to do so. This sort of accommodation is lacking in many antidiscrimination laws around the country. The Commission on Human Rights (CHR) has published guidelines on its website regarding employees’ lactation rights.

Pregnancy discrimination often takes the form of a direct adverse action on the basis of an employee’s or job applicant’s pregnancy. An employer may decide not to hire an applicant because they are pregnant or have recently given birth. They might terminate or demote an employee upon learning about a pregnancy, or compel a pregnant employee to take unpaid leave. Other acts that could constitute pregnancy discrimination include reassignment to less favorable shifts or job duties, without any reasonable relationship to the employee’s pregnancy and against the employee’s wishes.

Another approach to addressing the rights of pregnant workers involves providing accommodations that enable them to continue working. Pregnant individuals often need drink water and use the restroom more often, for example. They could be subject to lifting restrictions, or under a doctor’s instruction to avoid strenuous physical activity. With some accommodations by their employer, most pregnant workers can continue to work for a substantial portion of their pregnancy.
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Employees who are pregnant or have recently given birth are protected from discrimination under multiple statutes. New York City pregnancy attorneys may draw on two federal statutes: Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act (PDA) of 1978; and the Family and Medical Leave Act (FMLA) of 1993. A plaintiff recently obtained a $500,000 judgment against her former employer in a lawsuit that asserted claims for pregnancy discrimination under both statutes. Ota v. Trustees of the Univ. of Pa., et al, No. 2:18-cv-01651, complaint (E.D. Pa., Apr. 19, 2018).

Title VII prohibits employment discrimination on the basis of five factors: “race, color, religion, sex, or national origin.” 42 U.S.C. § 2000e-2(a)(1). The PDA amended Title VII’s definition of discrimination “on the basis of sex” to include discrimination based on “pregnancy, childbirth, or related medical conditions.” Id. at § 2000e(k). The FMLA, meanwhile, requires covered employers to provide qualifying employees with a certain amount of unpaid leave for medical purposes, either for themselves or for a family member. Employers may not “interfere with, restrain, or deny the exercise of” a right provided by this statute, nor may they discriminate or retaliate against an employee who complains about an alleged violation. 29 U.S.C. § 2615(a).

The plaintiff in Ota is a “pathologist and clinical microbiologist.” Ota, complaint at 1. She held two positions prior to giving birth to a child in 2015: Director of the Clinical Microbiology Lab at the Children’s Hospital of Philadelphia (CHOP), and Assistant Professor in the Pathology and Laboratory Medicine Department at the University of Pennsylvania. Id. She states in her complaint that she was hired by both employers at about the same time in 2011, although she was not promoted to the position of laboratory director at CHOP until 2012.

New York City employees are expressly protected from discrimination on the basis of pregnancy under state and federal law. City and state law make up for a gap in federal protection by requiring certain reasonable accommodations for workers who are pregnant or have recently given birth. One area where state and city law do not provide protection, as New York City pregnancy discrimination attorneys have often encountered, is in the area of accommodations for breastfeeding employees. Federal law requires employers to provide unpaid breaks and a private location for workers to express breast milk. About a year ago, New Jersey amended its antidiscrimination statute to include breastfeeding as a distinct protected category, and to require reasonable accommodations for breastfeeding employees.

Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act of 1978, defines sex discrimination to include discrimination “on the basis of pregnancy, childbirth, or related medical conditions.” 42 U.S.C. §§ 2000e(k), 2000e-2(a). The New York State Human Rights Law (NYSHRL) identifies familial status as a protected category, defining it to include being “pregnant or ha[ving] a child .” N.Y. Exec. L. §§ 292(26), 296(1)(a). The New York City Human Rights Law (NYCHRL) does not specifically include pregnancy as a protected category. It does, however, protect against employment discrimination based on “caregiver status,” defined to include “provid[ing] direct and ongoing care for a minor child.” N.Y.C. Admin. Code §§ 8-102, 8-107(1)(a).

Pregnant employees, and those who have recently given birth, often require accommodations in the workplace, such as additional breaks for restroom use and to drink water, lifting restrictions and other physical limitations, and changes to shift schedules. Federal law does not require reasonable accommodations in cases of pregnancy or childbirth, except with the possible exception of conditions that meet the definition of “impairment” under the Americans with Disabilities Act. See 29 C.F.R. Appendix to § 1630(h). State law requires employers to provide reasonable accommodations for “pregnancy-related conditions,” generally defined as conditions “that inhibit[] the exercise of a normal bodily function.” N.Y. Exec. L. §§ 292(21-f), 296(3)(a). City law requires reasonable accommodations that “allow the employee to perform the essential requisites of the job.” N.Y.C. Admin. Code § 8-107(22)(a). Both laws include “undue hardship” exceptions for employers.
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Employment discrimination on the basis of pregnancy, childbirth, and medical conditions related to either is considered unlawful sex discrimination under antidiscrimination laws in New York City and elsewhere around the country. The extent of protections offered by these statutes is a matter of ongoing dispute among New York employment attorneys and in the courts. A lawsuit originally filed last year alleges that a company’s attendance policy discriminated against pregnant employees, both intentionally and through disparate impact. Hills, et al v. AT&T Mobility Services LLC, No. 3:17-cv-00556, 2d am. complaint (N.D. Ind., May 14, 2018).

The Pregnancy Discrimination Act (PDA) of 1978 amended the definition of discrimination “on the basis of sex” in Title VII of the Civil Rights Act of 1964 to include “pregnancy, childbirth, or related medical conditions.” 42 U.S.C. § 2000e(k). Unlawful pregnancy discrimination includes overt acts, such as terminating an employee upon learning of their pregnancy, or forcing a pregnant employee to take unpaid leave. It can also include “disparate impact” discrimination, in which a seemingly neutral policy or practice violates Title VII if it has an adverse and disproportionate impact on a protected group.

In addition to prohibiting disability discrimination, the Americans with Disabilities Act (ADA) requires employers to make reasonable accommodations for employees with disabilities. 42 U.S.C. §§ 12111(9), 12112(b)(5)(A); 29 C.F.R. § 1630.9. The statute provides a broad definition of “disability,” including both an actual condition that impairs life activities, and the perception by others of having such an impairment. 42 U.S.C. § 12102(1)(C). This definition does not expressly include pregnancy, but amendments to the ADA, along with interpretations by the Equal Employment Opportunity Commission (EEOC), may allow various conditions associated with pregnancy and childbirth to fall under the definition of “disability.”
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Discrimination in employment on the basis of pregnancy, childbirth, and medical conditions related to either is unlawful under federal law and most state anti-discrimination laws. Unfortunately, many of these laws do not protect pregnant employees and employees who have recently given birth from other issues that may arise in the workplace. Fewer than half of the states in the U.S. require employers to make reasonable accommodations for pregnancy and related conditions, such as extra bathroom breaks, adequate seating, or a private area to allow employees to pump breast milk. New York is one of those states, but the failure of a proposed bill in another state, which would have enacted similar protections, shows that there is still much work to do nationwide.

Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act of 1978, prohibits pregnancy discrimination across the country. This means that an employer cannot fire or refuse to hire an individual solely on the basis of the above factors, nor may they require a pregnant employee to take unpaid leave or reduce their work hours without a valid reason directly related to a particular employee’s job duties. At the state level, the New York State Human Rights Law (NYSHRL) also prohibits pregnancy discrimination, as does the New York City Human Rights Law (NYCHRL).

Federal law contains no express provisions requiring reasonable accommodations for pregnant workers or those who have recently given birth. Some, but far from all, conditions related to pregnancy and childbirth may fall under the Americans with Disabilities Act. Many state laws regarding disability discrimination may also cover some pregnancy-related conditions. At least 18 states and the District of Columbia have enacted laws specifically requiring reasonable accommodations in the context of pregnancy and childbirth.

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