#PregnancyDiscrimination #MaternityPolicy #WorkplaceRights
Hey there, fellow professionals! 👋 Have you ever experienced pregnancy discrimination in the workplace, even when you’re not even pregnant yourself? 🤰🚫 It can be a tricky situation to navigate, but it’s important to know your rights and how to handle it.
I recently suggested implementing a maternity policy at my company to support our female employees, and it was well-received by our leadership team. However, I was shocked to hear that my manager made a discriminatory comment towards another employee about potential pregnancy. 😔
Here are some tips for handling a situation like this:
– Keep documentation of any discriminatory behaviors or comments. 📝
– Seek advice from HR or a legal professional on how to address the issue. 💼
– Consider discussing the situation directly with your manager, if you feel comfortable doing so. 🗣️
Remember, pregnancy discrimination is illegal, and no one should feel pressured to hide their family planning decisions at work. Let’s continue to support each other and create a positive and inclusive workplace for all. 💪 #WorkplaceEquality #KnowYourRights
What’s your location? How many employees at the company, roughly?
Not sure I see a case. It’s FL so you are basically relying on federal law. You will need to allege an adverse employment action. You have not been fired, demoted, transferred, denied promotion, etc…
If they actually fire you then maybe you have a case, but now you just have a rumor of an inappropriate comment.
You don’t have a case until you’re fired. If you were fired, you’d want to get a statement from this coworker who was witness to the statement of why you should be fired. You’d want to get an employment law attorney in that case.
NAL
I would try to get this in writing now if possible. Like see if a witness will write it down for you
It is not necessarily true that you have to wait for a firing/demotion/some other adverse action to happen to you before you can do anything. In some cases, threatening an adverse action counts as adverse action. But I cannot say for sure whether this applies to your situation. I agree with other commenters who recommend contacting an attorney who specializes in representing employees. A local Legal Aid organization may be able to make a recommendation. You can tell the attorney your story and ask if they think you have any options to take action. Another option of course is to contact the EEOC. Good luck – this is infuriating!
Also, second hand information is not to be trusted. “I heard from someone that Josh told Sarah”. Come
To think of it, isn’t that third hand information?
My point is, if it wasn’t said TO YOU (or otherwise documented) then what you’re hearing is probably not accurate and or likely not told to you for your benefit.
It’s justifiably hurtful to consider what you’ve described, but please consider that this is either intentionally or unintentionally inaccurate. Keep your guard up, and keep yourself protected. IMO you should act on this particular piece of ‘information’ unless by some other circumstance this is proven true.
Get the witness to write down what they heard, and then have them date and sign the document. They should preferably include names of other possible witnesses, location where the conversation happened, any other details they remember. Keep that document safe. If you experience any adverse employment actions in the future like a demotion, pay cut, transfer, termination (does not just have to be firing), you will have this document to use in a case.