Different expert here. Please permit me to assist.
First, I need to correct something that the other expert stated, which is incorrect as a matter of law, not just in California, but everywhere in the USA.
Pregnancy discrimination is considered "sex" and not disability discrimination, under federal law. Disability discrimination only comes into issue where the employee is actually disabled by her pregnancy. The difference is not just a formality -- it can have a dramatic effect on a legal outcome, and a lawyer who pleads disability discrimination where sex discrimination should have been pleaded, could have his/her client's case dismissed, or lost on summary judgment.
That said, what you are describing is classic pregnancy discrimination. A "prima facie" pregnancy discrimination action requires that: (1) the plaintiff is a member of the protected class of persons who are pregnant; (2) the employer took an adverse action against the employee; (3) the employer's action was based upon the plaintiffs membership in the protected class; (4) the employee suffered damages caused by the employer's action.
Your facts fall neatly into the necessary elements, therefore your employer has committed pregnancy discrimination, unless it can prove that your termination was not based upon your being pregnancy, then you win, and that's really all there is to it -- except for the actual litigation, of course.
If I weren't retired, I would probably take your case. Since you are in California, you have a choice of complaining to the Department of Fair Employment and Housing (see link
), or hiring an employment rights attorney (see link
Hope this helps.
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