There are two genders that exist, namely men and women. Both sexes are equally talented and skilled in their own chosen fields or areas. In employment, men and women often work together to produce good results. There is a variation with regards to the capabilities of each individual, regardless of their gender. However, although people of the two sexes should be equally treated especially in their workplace, discrimination based on sex often occurs.

Law Protecting Employment Discrimination based on the Employee's Sex

Due to the discrimination being done to some employees based on their sex, among other things, there is a law created which serves as their protector against this unprofessional act.

Title VII of the Civil Rights Act of 1964 serves as a protection for employees against employment discrimination in the workplace, based on sex, as well as religion, race, national origin, and color.

This law is applicable to employers who have 15 or more employees, which includes local and state governments. This law is also applicable to labor organizations, the federal government, and employment agencies.

Under this law, it is illegal to discriminate against a job applicant or an employee in terms of:

• promotion

• hiring

• compensation

• termination

• employment privileges

• job training

It is also unlawful for employers to discriminate against an employee intentionally, as well as making impartial job policies that will disproportionately eliminate individuals based on their sex and that are not job related.

One of the areas covered by Tile VII is the discrimination against pregnant women.

Discrimination against Pregnant Women

The Pregnancy Discrimination Act protects women from being discriminated based on pregnancy, childbirth, and other connected medical condition.

Some of the protections provided to women include:

• Maternity and Pregnancy leave- An employer is obliged to treat pregnant women as temporary disabled persons if they will not be able to do their job in a certain amount of time due to their condition. Included here is when an employer allows employees who are temporarily disabled to do alternative assignments, to take leave without pay or disability leave, and to modify jobs for the employee's advantage. These accommodations should also be done and given to pregnant women.

Pregnant women must be allowed to continue working if they can still do their job. Employers must hold a job open for an absence related to pregnancy with the same duration and time length that jobs are held open for sick and disabled employees.

• Hiring- Employers are prohibited by law to deny employment to pregnant women due to their pregnancy, to any of her pregnancy-related state, or due to the prejudice of clients, co-employees, customers, or clients.

• Fringe Benefits- Benefits related to pregnancy of women should not only cover employees who are married. Within an all-female job classification or workforce, benefits must be given to conditions relating to women's pregnancy if benefits are given for various other medical conditions.

If an employer gives benefits for workers who are on leave, the same must also be given to pregnant women who are on leave due to reasons concerning their pregnancy.

• Health Insurance- Any kind of insurance given by an employer should cover conditions relating to pregnancy using the same basis as the cost of other medical conditions.

Sex Discrimination Law Attorneys: Giving Support to Pregnant Women

Although there is a law which prohibits sex discrimination against pregnant women, among others, the unlawful action is still done by many. If you are discriminated in your workplace due to your sex, seek the counsel of sex discrimination law attorneys.