Discrimination on the basis of pregnancy is illegal. It has coverage under Title VII and is a form of sex discrimination. Pregnant women who work for Indiana and Illinois employers must have treatment that is the same as other employees of their company.
This type of discrimination will often first appear in the hiring process. Woman with pregnancy-related conditions must have the same treatment as other applicants with similar qualifications when it comes to consideration for a position. There should be no prejudice against pregnant workers in force.
Ability to work
Although they may use the same factors to screen other employees, the employer may not single out someone with a pregnancy-related condition. When other employees need to submit a statement regarding leave of absence, the pregnant woman must submit the same type of statement.
If temporarily disabled due to pregnancy, the employer must treat her the same as other employees who are temporarily disabled, or it may be a form of employment discrimination. She may receive modified tasks or alternate assignments, just as any other employee who has a temporary disability.
Her job position should be left open until her return after pregnancy leave, similar to another employee on a disability or sick leave. This should be the same length of time for all employees, whether on a pregnancy leave or not.
This should cover pregnancy-related expenses, similar to costs for other types of medical conditions. Employers must also provide the same level of expenses for spouses of pregnant employees, whether male or female.
Not just married employees
Not just for those who are in a marriage, pregnancy benefits should apply to all workers. Accrual and crediting of seniority, vacation calculation, pay increases and temporary disability benefits should apply to pregnant employees, as well.