Pregnancy discrimination in the workplace is illegal, but it happens all the time. So you need to be proactive. It’s not as if your company’s gonna grow a heart, all of a sudden.
If you are a woman being paid less than a man, or treated worse than you should be treated at work because you’re a woman, because you’re pregnant, because you had a baby, because you took some protected disability leave either while you were pregnant, or after your baby was born, and now you are being penalized for it, or punished for it, you have to oppose it.
Under the new revised statute as of May 9, 2018, even if you’re the only employee, and you are being sexually harassed, being subjected to unwelcome sexual conduct, a sexually hostile work environment, you are in a position now to hold your employer accountable.
Today’s video is about confidentiality. Nondisclosure agreements are no longer permitted just because your employer wishes to sweep your claim and your settlement under the rug. You, now as the victim of the sexual harassment must consent to the privacy, to the confidentiality, to the nondisclosure agreement if it is to occur.
Why this is also really big news is that federal law, the federal Arbitration Act, case law interpreting it – permits employers to require employees who are starting a job as a condition of that employment to accept the notion that you give up your right to a jury trial, you give up your right to hold your employer accountable in court in a public forum for free when, if and when, you’re being discriminated against.