Suggestions on how to handle workplace pregnancy discrimination while working.

26 Comments

1. Jacqueline CutlerApril 5,2024 at 1:11PM UTC

   First, I am so sorry that you are going through this. I would do two things immediately:

   1) Keep a log of all of this, and do not do it on a company-owned computer or phone. Write as many specifics with dates as you can.

   2) Contact a labor lawyer. Again, do this on a lunch break or just away from the office.

2. AnonymousApril 5,2024 at 2:00PM UTC

   Is it ok that I forward emails to my personal email as a paper trail?

3. AnonymousApril 5,2024 at 7:26PM UTC

   If it is a problem, print a paper copy and save it in a folder you take home daily.

4. AnonymousApril 5,2024 at 1:19PM UTC

   what "accomodations" did you ask for? and Denying HR contact? How can a manager deny you contact with HR? Please give us more details. I'm sorry that you feel anxious about all of this.

5. AnonymousApril 5,2024 at 1:59PM UTC

   Yes. I’ve asked for more time on breaks for the morning sickness as I’ve been diagnosed with Hyperemisis. I’ve also asked to wfh which I do 2 days out the week anyway because the commute is very far and I get sick driving as well as constantly having fainting spells when over exerting myself. I’ve been in the ER 7 times in 2 months. When I made the request to my TL and PM, my PM stated that she can’t give me HR’s contact and to direct all concerns to her and she will relay the messages. After a little over a month, I finally connected with HR and they confirmed that was not protocol and stated also that this may result in an investigation on her. It was requested off me to get an accommodation note from my dr which took me weeks to get, once I submitted all dr notes and previous ER diagnosis, HR said they’d never gotten any from my project. I’ve asked multiple coworkers that worked remotely, and it’s only taken up to a week to get the accommodation approved but I’m going on 5 weeks and nothing done. HR is involved now but is moving extremely slow with the process.

6. AnonymousApril 5,2024 at 3:16PM UTC

   just remember, HR is there to protect the company, not you.
   Keep copies of all documents like others have said. Ask for all of your disciplinary records and performance metrics if you don’t have copies of those already. ‘Keep receipts’, is the term used now, right?

7. Colleen HansonApril 5,2024 at 1:24PM UTC

   I'm so sorry you are going through this! I went through something very similar after notifying my employer of my cancer diagnosis. The best advice I can give you is to document EVERYTHING! Make copies of any communications, if being disciplined ask for specifics and provide written statements as to why you disagree and keep copies! Get in touch with the EEOC immediately and file a complaint. If you work for a smaller company you can contact your State's Department of Health and Human Resources and they will investigate your claim. If they take any action against you for filing a complaint with the EEOC it is considered "retaliatory" and is against the law; strengthening your original claim.

   Best of luck to you!!!

8. AnonymousApril 5,2024 at 2:42PM UTC

   Document and take notes. When you're ready you'll need to seek legal counsel. Nothing else you can do given the lack of HR support.

   They want you out before your maternity leave

9. Explorer168843April 5,2024 at 3:59PM UTC

   You cannot be discriminated against because you are pregnant. That is harassment, unprofessional and just mean spirited. I am so sorry you are experiencing this. I know others who have put up with this terrible behavior because of insurance or their family needing the money from the job. You don't need permission to speak to HR, just go and be not afraid because you have every right and are protected by the EEOC.

10. AnonymousApril 5,2024 at 4:40PM UTC

    To be clear, it's hard to provide true responses. Accommodations denied, even while pregnant, can make sense, depending upon your ask. It's already an emotional time, and 'who' is denying HR contact. That clearly doesn't make sense. Go to HR and if they aren't making themselves available, they answer to someone.

11. AnonymousApril 5,2024 at 5:59PM UTC

    Document all of this, and seek an attorneys advice. Make sure that you let the folks in your HR/legal team know that you have sought the advice of an attorney as you believe these are issues created by announcing your medical condition.

12. AnonymousApril 5,2024 at 7:20PM UTC

    This sounds like pregnancy discrimination to me. You need to contact your EEOC advocate in HR (which they cannot deny you access to.) If you continue to be stonewalled contact an employment attorney. That will get their attention.

13. AnonymousApril 6,2024 at 2:48AM UTC

    Before seeing an attorney, she must file a complaint with an agency, EEOC, ADA, or OSHA. Even the DOJ or DOL.

14. AnonymousApril 5,2024 at 7:22PM UTC

    OP stated she was being denied accommodations, so it is apparent she asked for them.

15. AnonymousApril 6,2024 at 2:45AM UTC

    File a complaint with an agency, EEOC, OSHA, ADA.

16. AnonymousApril 6,2024 at 11:48AM UTC

    To be clear, I work on a contracted project. HR is not conveniently onsite and the contact information is not necessarily easy to find so I asked my project manager to provide the information. She stated “just send it to me and I will relay the information because HR doesn’t allow certain communications…” I knew this was inaccurate and an attempt to keep me away so I reached out to a different project and received the information. I reached out to HR a couple of weeks ago and she confirmed that information was not policy and suggested an investigation on the PM. The pregnancy ADA request seem to have started but after about a week, even HR has started dragging the process saying to resubmit updated Dr notes which took weeks to attain due to needing an appt to receive. I’ve emailed many times and now I’ve been pursuing these accommodations since mid January. I have previously spoken to legal counsel and They say it’s a good case but would be easily won if I were fired. Many new things have since taken place, the write up and etc, but I’ve also started searching for other jobs because I’ve been extremely stressed there.

17. AnonymousApril 6,2024 at 1:51PM UTC

    Congratulations on upcoming arrival!

    Unfortunately, businesses might think your bond with baby will outweigh desire to work, having a career.

    Foolish people!!!! Cost of living is outrageous and a woman can be a MOM, great at career AND live life successfully (sarcastic 'gasp'!!!)

    I'm a single mom and lost a role as interviewer asked about family, noted no wedding band and preaching religion after (husband abusive) Totally illegal but by time interview ended, I didn't want job. She told me as a single mom, I couldn't do half the job as she said single moms cannot be trusted (accountant ).

    As frustrating as it is, it might be best to stick out where you are and after baby arrives, I'd move on. You can do much better. For now, keep job for income and insurance, assuming you have insurance.

    Filing complaint with various entities might help, but then what? How long to resolve IF resolved? If it gets back to you despite being anonymous (the pregnant woman), will being there be worse?

    You may very well be discriminated on due to pregnancy but unfortunately, I'd bet administrative folks will make up some lousy excuse to cover themselves.

18. AnonymousApril 7,2024 at 4:59AM UTC

    First, I think it is deplorable for corporations to do things like that . I understand that they could give a crap less about whether you are pregnant but come on. The health of you and your baby is at risk. Pregnancy is a part of life and I guarantee if it were them or someone in their family being put through hell they wouldn't like it. That culture and environment is not for you. Take a FMLA now and do what is necessary for the health of you and your child. Many blessings.

19. Antoinette VanSchaickApril 7,2024 at 12:36PM UTC

    Time to leave where you are and report them.

20. AnonymousApril 7,2024 at 2:15PM UTC

    Keep a daily diary

21. AnonymousApril 7,2024 at 10:37PM UTC

    Document everything.
    I had a horrible supervisor who made my life hell after maternity leave. Just do your work and try not to focus on the noise (I know it is hard), but quitting only allows them to win. I am so sorry you are going through this.

22. AnonymousApril 7,2024 at 11:24PM UTC

    1) Create a written time-line/diary of what has happened, keeping descriptions brief and factual. Continue to maintain the time-line/diary.

    2)Continue to do your job well and document that, too.

    3)Find and hire a labor lawyer who represents employees. What your employer is doing is illegal sex discrimination. Negotiate a settlement and quit.

23. AnonymousApril 8,2024 at 5:07PM UTC

    The 1st two are good, but she may not be able to just quit; also if she does they can deny unemployment. I suggested taking leave and using the time to look for another job.

24. DeborahORellApril 9,2024 at 1:04PM UTC

    DON'T QUIT. you give up your legal leverage when you quit. DEFINITELY document what's happening.

25. AnonymousApril 8,2024 at 5:05PM UTC

    If it's endangering your health, take care of you- ask for leave and use the time to look for another job. If they fire you, get references for an employment attorney. Your current employer is mind-boggling levels of stupid in how they're treating you- this is discrimination and harassment obvious to anyone. They only win if nobody speaks out and stands up for themselves.

26. DeborahORellApril 9,2024 at 1:03PM UTC

    pregnancy discrimination is a violation of your civil rights. the most important thing you can do is document what's going on. because when someone feels their civil rights are being violated at work, becuase the laws essentially protect the employer, the employer is entitled to be notified, so they may investigate and take corrective action.

    The first sentence of your email to HR should be 'i feel i am being discriminated against because of my pregnancy.' don't bury the lead.

    then list the 2-3 things that have happened that support your claim.

    last sentence i want this investigated. i look forward to speaking with you.

    and if things are as challenging as you indicate, contact an employment lawyer for a free consultation.

    it's best to have a lawyer guiding you behind the scenes at this point.

    If you require an accommodation, provide the dr note. It doesn't necessarily mean they must do what you ask for. The last states they must engage in 'an interactive process'. ie you need to WFH 3/days week. they can say we can do 1 day.

    I am not a lawyer but i do provide a lot of information, in general, about the process and laws. Each state varies.

    Feel free to reach out for help or a referral. 212-766-9100.