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New Jersey law protects pregnant women from wrongful termination

Throughout the years, many employees have been faced with discrimination at the workplace. Often, this discrimination results in wrongful termination for New Jersey workers. One form of employment discrimination has involved pregnant women, but they were not considered a protected class. Now, the Governor has amended to the law banning employers from discriminating against pregnant women.

Pregnant women may be able to breathe easier now that an amendment has been made to the discrimination law. Under the amendment, it's unlawful for employers to engage in discriminatory behavior towards a woman who is pregnant. Women who are pregnant are not to be treated unfairly regardless of their pregnancy condition. Also, employers are mandated under the law to provide a feasible work environment relating to the pregnancy, including flexible work schedules and increased restroom breaks. If the job position is exhausting, employers must temporarily allow the pregnant employee to work in a less demanding position.

As long as burdens are not being placed on the company's day-to-day business operations, employers must comply with providing reasonable accommodations. Each pregnancy condition may be different from one woman to the other. Usually the women will be under physician's order on what they can and cannot do.

Pregnancy is a happy, but stressful moment in a woman's life. It's even more stressful when doors to employment have been unfairly closed on them. Unfortunately, many pregnant women have been faced with employment discrimination or even wrongfully terminated solely based on their condition. New Jersey women who lost their jobs based on pregnancy may have the right to pursue wrongful termination claims against the employers who committed these unlawful acts. Doing so can potentially result in receiving compensation they need and deserve.

Source: The National Law Review, New Jersey Enacts Pregnancy Discrimination And Accommodation Law Effective Immediately, Ryan S. Carlson, Feb. 11, 2014

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