It’s the law, it’s the federal law if your employer has 15 employees, and if you work, depending on where you work, if you work in New York State, four employees. But chances are, if you work for an employer with at least 15 employees, you’re covered and it’s illegal when your employer disciplines you, or fires you because of their no-fault policy when you are pregnant.
If you work for a small employer in Connecticut, and your employer isn’t being flexible with you during your pregnancy, isn’t allowing you to sit down occasionally, or to take time to go to doctors, or to take a maternity leave; or when you come back from maternity leave, to express milk at work for your baby – all of this is now required by the Connecticut Human Rights Law with regard to your sex and your pregnancy.
Even if there is only one employee, one 1099 employee and that’s you, and you are being sexually harassed, you can fight back. Also under the same new revised law, effective July 2018, mandatory arbitration will no longer be mandatory for sexual harassment claims in New York.
Only if the real reason is based on the illegal factors embodied in the federal or state discrimination laws, then you got some leverage to hold your employer accountable.
If you are dealing with harassment in the workplace, very important that you complain to your employer. Give them a chance to investigate your allegations of gender discrimination, or harassment based on your race, color, pregnancy, national origin – it doesn’t matter. The point is, that you have to give the employer, the company, the opportunity to fix it.