There are many issues to consider in pregnancy discrimination. The well-being of the child, the well-being of the mother, employer/employee relations, as well as gender issues. There are however several State and Federal laws that protect people against pregnancy discrimination. Two of the Federal laws are the Pregnancy Discrimination Act and the Family and Medical Leave Act.The Pregnancy Discrimination Act was an amendment to title VII of the Civil Rights Act of 1964. Under the Pregnancy Discrimination Act of 1978, it is illegal for an employer of 15 or more workers, to discriminate against a person because of pregnancy, childbirth, or pregnancy-related conditions. This means that employers must treat pregnancy the same way they treat any other temporary medical disability. The Pregnancy Discrimination Act states: An employee can't be fired, denied a job, or denied a promotion simply because they are or may become pregnant. Pregnancy must be treated like any other employee disability or medical condition. An employee cannot be forced to take pregnancy leave if they are still willing and able to work. An employee must be provided the same level of medical benefits, disability insurance and leave as are offered for other medical conditions or disabilities. A male employee is entitled to health insurance coverage for his wife's pregnancy related conditions if a female employee's husband has comprehensive health insurance coverage. The other Federal law, the Family and Medical Leave Act gives added protection. The Family and Medical Leave Act went into effect August 5 1993.It states that: If a doctor or health care provider says their patient is sick and unable to work during their pregnancy, they may be able to get up to 12 weeks off without pay under this law. Time off is also allowed for childbirth, adoption, and to care for a sick child or family member. ...
