Pregnancy discrimination involves treating a woman (an applicant or an employee) unfavorably because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth.
The Pregnancy Discrimination Act (PDA) is the federal law applicable to such claims. This law forbids discrimination based on pregnancy when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment.
Pregnancy discrimination can also occur when a woman becomes temporarily unable to perform her job because of a medical condition related to pregnancy or childbirth and the employer treats the woman differently than any other temporarily disabled employee. If the employer provides light duty options, alternative assignments, disability leave, or unpaid leave for other temporarily disabled employees, it must also do so for a pregnant employee. However, if an employer does not provide those options or benefits to any employee, it is not required to provide such options or benefits to a pregnant employee.
If you believe you have been a victim of pregnancy discrimination in employment, you should act promptly to pursue any claim as the time for filing such claims is limited. Claims for pregnancy discrimination under the PDA and/or under the Idaho Human Rights Act must first be filed with the Idaho Human Rights Commission before such claims can be pursued in Court.