Bosses Have To Do What?!

In the 1900s employers were notorious for not hiring people of different genders, religion and races. In 1941, the first anti-discrimination law was passed. Since then more and more laws, banning discrimination in the work-place have become legislations in the United States. But just because these laws were passed, it didnt mean that all jobs were to going to follow them. Gradually, some began to take them seriously but most disregarded them. This was so common that in the 60s, someone decided to take action and put a stop to it. Title VII of the Civil Rights Act of 1964 was created. This covers the controversial topic to prohibit discrimination in jobs with issues such as race, gender, sexuality and religion. One interesting amendment placed in the Civil Rights Act is the Pregnancy Discrimination Act. In todays society, its uncommon to find discrimination in the workplace. Outside, it can run wild but indoors, the discrimination has to lay low because under federal law, discrimination is not tolerated. The Pregnancy Discrimination Act (1978) involves equal treatment in the workplace for a female applicant or employee because of pregnancy, childbirth or related medical condition. Under this act, employers cannot discriminate against pregnant employees. Typically, all employers must provide the equal benefits to all employees, regardless of health, race or gender. For example, when the employer offers benefits to the employeeshealth insurance, disability benefits and retirementthe benefits must cover pregnancy and related medical issues in the same way other medical conditions would be covered. Also, if a woman is unable to perform her job duties, the employer must still treat her the same way as temporarily disabled employees. The employer may have to provide different tasks, assignments or unpaid leave. Employers also cannot refuse to hire or fire a pregnant woman. There have been several cases where this has happened. In Wisconsin, Pamela Alexander had no idea how becoming a mom would change her life. Two years ago, she was the top salesperson for a Wisconsin company receiving promotions until she revealed she was pregnant. In two short weeks, Pamela was fired. "You shouldn't have to make this choice between keeping your job and having a child," she says. "To have them let me go for budgetary reasons, I mean, the only thing that made sense, the only thing I could conclude, was because I was pregnant, she says in an interview. Employers must hold open a job for a pregnancy related absence the same length of time jobs are held open for employees on sick or disability leave but in most case, employers are better off firing the women. Maternity leave costs money and employers seem to think they fare better hiring someone else. Pregnant women, on the other hand, claim that they have been denied

promotions, fired unfairly and in some cases, urged to terminate pregnancies in order to keep their jobs. The treatment is illegal and violates the Civil Rights Act of 1964. If bosses fail to provide equal treatment for employees and benefits, a report should be filed to the Equal Employment Opportunities Commission (EEOC). The organization received 6,000 pregnancy-related cases in 2009. The EEOC also reports that pregnancy rates have dropped 9% and pregnancy related discrimination crimes have increased by to 39% in the past two years. It is an alarming number to see growing so rapidly every year.