Experienced Pregnancy Discrimination Attorneys Serving Riverside, CA
If you’ve been demoted, overlooked for opportunities, or retaliated against because of your pregnancy status, our Riverside pregnancy discrimination attorney is here to evaluate your situation confidentially and guide you through your legal options.
Comprehensive Legal Safeguards for Pregnant Workers
Federal and state laws provide strong protections against pregnancy discrimination, empowering employees to maintain their careers without fear of bias. Key federal statutes include:
- Pregnancy Discrimination Act (PDA): An extension of Title VII of the Civil Rights Act of 1964, the PDA mandates that employers treat pregnancy-related conditions the same as other temporary disabilities in all employment aspects, from hiring and promotions to benefits and leave.
- Family and Medical Leave Act (FMLA): Eligible employees can take up to 12 weeks of unpaid, job-protected leave for pregnancy, childbirth, or bonding with a new child, with continued health benefits.
California’s laws offer enhanced safeguards, particularly beneficial for Riverside residents navigating local employment landscapes:
- California Fair Employment and Housing Act (FEHA): Covering employers with five or more employees, FEHA bans discrimination based on pregnancy, childbirth, or related conditions across hiring, firing, training, and more. It also requires reasonable accommodations, such as modified duties or ergonomic adjustments, to support pregnant workers.
- Pregnancy Disability Leave (PDL): Employees disabled by pregnancy can access up to four months of protected leave, which can be used intermittently if needed for conditions like gestational diabetes or bed rest.
- California Family Rights Act (CFRA): Provides an additional 12 weeks of unpaid leave for baby bonding, separate from PDL, for those meeting eligibility criteria (e.g., 1,250 hours worked in the prior year).
- Additional Protections: Employers must offer lactation breaks in a private space (not a restroom) and cannot retaliate against employees asserting their rights. Recent updates to California law emphasize interactive processes for accommodations, ensuring proactive employer engagement.
These laws align with Riverside’s diverse workforce, where industries like healthcare, logistics, and education often see higher rates of pregnancy-related claims. Our attorneys stay updated on evolving regulations, including any new amendments, to deliver authoritative advocacy.
What Is the Statute of Limitations for Filing a Pregnancy Discrimination Claim in California?
Here’s the breakdown—California’s statute of limitations for a pregnancy discrimination claim, under the Fair Employment and Housing Act (FEHA), depends on where (and when) you file:
Filing with the California Civil Rights Department (formerly DFEH)
- You generally have 3 years from the date of the last discriminatory act to file a claim with the state agency
Filing a lawsuit in court (after receiving a “Right to Sue”)
- Once the agency issues a Right to Sue letter, you then have 1 year from the date you receive that letter to file a civil lawsuit in court
Federal Route (EEOC)
- If you’re filing under federal law (e.g. the Pregnancy Discrimination Act via the EEOC), you typically have 300 days from the date of discrimination to submit a charge
Acting quickly is crucial, as gathering evidence (e.g., emails, HR records, witness statements) becomes harder over time. Consulting a Riverside pregnancy discrimination attorney promptly can help determine the exact deadline for your case and whether exceptions apply.
If you’re unsure when the discriminatory act occurred or which laws apply, contact an attorney immediately to avoid missing deadlines. Reach out to Winer, Burritt, Scott & Jacobs, LLP for a confidential review specific to your situation.
Common Instances of Pregnancy Discrimination
Discrimination can be subtle or overt, but it’s always actionable. Our Riverside pregnancy discrimination attorney has successfully represented clients in cases involving:
- Hiring biases, such as rejecting qualified applicants perceived as “high-risk” due to potential maternity leave.
- Unjust terminations or layoffs timed suspiciously around pregnancy announcements.
- Denial of reasonable accommodations, like refusing light-duty assignments for pregnancy-related back pain.
- Harassment or hostile environments, including derogatory comments about family planning.
- Benefit disparities, where pregnant employees are excluded from bonuses or insurance coverage offered to others with similar limitations.
- Retaliatory actions, such as negative performance reviews after requesting leave under PDL or FMLA.
Unsure if your experience qualifies? At Winer, Burritt, Scott & Jacobs, LLP, we offer free consultations to review specifics and build a strong case backed by evidence like emails, HR records, and witness statements.
Key Employer Duties Regarding Pregnancy and Leave
Employers in Riverside must comply with strict obligations to avoid liability:
- No Forced Leave: You cannot be compelled to take time off if you’re capable of working with or without accommodations.
- Equal Treatment: Pregnancy leave policies must mirror those for other medical conditions—no singling out pregnant employees for stricter rules on PTO usage.
- Job Reinstatement: Upon return from leave, you’re entitled to your original position or an equivalent role with the same pay and benefits.
- Accommodation Dialogue: Employers must engage in a good-faith interactive process to identify feasible adjustments, such as telework options or schedule shifts.
Violations can lead to significant penalties, including back pay, emotional distress damages, and attorney fees. Our firm has recovered millions by enforcing these duties.
Why Choose Our Riverside Pregnancy Discrimination Lawyers?
Partnering with Winer, Burritt, Scott & Jacobs, LLP means gaining:
- Proven Expertise: With over 30 years in employment law, our attorneys have litigated high-stakes cases before Riverside courts, CRD, and EEOC, earning top ratings from AVVO and Super Lawyers.
- Client-Centered Strategies: We tailor approaches to your needs, whether through negotiation, mediation, or trial, maximizing outcomes like settlements or verdicts.
- Compassionate Guidance: Pregnancy discrimination often adds stress during a vulnerable time; we provide empathetic support while aggressively pursuing accountability.
- No-Risk Representation: We operate on a contingency basis—no fees unless we win, allowing focus on recovery without financial worry.
- Community Commitment: Serving Riverside’s growing population, we promote fair workplaces through education and advocacy, contributing to broader equity.
Our track record includes over 200 million dollars in recoveries for discrimination victims, underscoring our trustworthiness and authority in this field.
Frequently Asked Questions
Can my employer force me to take leave if I’m pregnant but able to work?
No, under California law, employers cannot mandate leave if you’re capable of performing your job duties, with or without reasonable accommodations. Forcing leave against your will may constitute discrimination.
What are reasonable accommodations for pregnancy?
Reasonable accommodations may include modified work schedules, more frequent breaks, light-duty assignments, ergonomic adjustments, or temporary transfers to less hazardous roles. Employers must engage in an interactive process to determine feasible accommodations based on medical advice.
What should I do if I suspect pregnancy discrimination at work?
Document incidents, including dates, conversations, and evidence like emails or performance reviews. Contact a Riverside pregnancy discrimination attorney for a free consultation to evaluate your case and discuss options, such as filing a CRD complaint or pursuing a lawsuit.
Can I be fired for taking pregnancy-related leave?
No, both federal (FMLA) and California (PDL, CFRA) laws protect your job during pregnancy-related leave. Termination or retaliation for taking protected leave is illegal, and you may be entitled to reinstatement, back pay, or damages.
What compensation can I seek for pregnancy discrimination?
You may recover damages for lost wages, emotional distress, punitive damages, and attorney fees. In some cases, you can seek reinstatement or policy changes. Our Riverside attorneys have secured millions for clients in similar cases.
Does my employer have to provide lactation accommodations?
Yes, California law requires employers to provide reasonable break time and a private, non-bathroom space for expressing breast milk. Failure to comply can be grounds for a discrimination claim.
Reach Out to Our Riverside Pregnancy Discrimination Attorney Today
Time is critical—don’t delay. Contact our Riverside pregnancy discrimination attorney for a no-obligation review by calling our office at (866) 939-2588 or by filling out our secure online form.
Winer, Burritt, Scott & Jacobs, LLP take on the largest firms, toughest insurance defenders and biggest companies with confidence. We’re committed to making wrongs right and empowering you every step of the way.