World War II permanently changed Glenview. Before the war, the village was mostly farmland. After the war, houses replaced the farmland and Glenview took on a decidedly suburban feel. The Second World War also permanently changed the Chicagoland workforce. Women were not just temporary workers while the men were overseas. All these changes happened a long time ago, yet some Chicago business-owners have not adjusted to them.
In contrast, the Glenview pregnancy discrimination attorneys at the Law Office of Mitchell Kline understand the plight of women in the workplace. Female workers still deal with discrimination, especially when they become pregnant. Our view of these cases is in line with the latest court precedents, but our approach has not changed much. We still cling to old-fashioned values like hard work, diligence, and open communication.
The landmark Civil Rights Act of 1964 prohibited pregnancy discrimination. Congress took further action just a few years later, as lawmakers approved the Pregnancy Discrimination Act in 1973. This aggressive legislative agenda reflects the strong anti-pregnancy discrimination in Congress, and it reflects our passion in this area, as well.
On a similar note, the Illinois Legislature recently expanded the Illinois Pregnancy Accommodation Law. This law requires employers to make reasonable accommodations for pregnant employees even if these accommodations are not directly related to the “disability” of pregnancy.
Other laws protect non-biological mothers, mostly adopting parents. These mothers are entitled to leave so they can attend court dates, social services interviews, and other necessary events.
All these laws empower many women and frighten many employers. When they see a pregnant applicant or employee, they do not see a new life. They only see increased costs. As a result, companies large and small often refuse to hire pregnant applications and/or terminate pregnant employees.
Small employers often believe they will be under the radar and not get caught. Large employers often think they have the resources to successfully defend such claims. But these wrong-thinking employers have not crossed swords with the Glenview pregnancy discrimination attorneys at the Law Office of Mitchell Kline.
Damages are typically rather high in these cases. Most jurors are anxious to compensate such victims.
All discrimination is illegal, but not all discrimination is malicious. Pregnancy is a good example. Many employers require employees to work odd shifts or be near toxic chemicals. As a result, they often have policies that limit the activities of pregnant employees.
Such policies might or might not be well-meaning, but they always hurt women. Generally, these limitations mean lower pay. Additionally, the employer does not have control over such choices. These decisions belong to the employee and her family.
The Equal Employment Opportunity Commission has initial jurisdiction over all pregnancy discrimination claims. The EEOC often refuses to take unintentional claims. These cases do not dominate headlines. But your situation is important to you, and it is important to our Glenview pregnancy discrimination attorneys.
All pregnancy discrimination victims deserve compensation. For a free consultation with an experienced Glenview pregnancy discrimination attorney, contact the Law Office of Mitchell A. Kline. We do not charge upfront legal fees in most job bias matters.
