In 1978, Title VII was amended to include the Pregnancy Discrimination Act (PDA). The PDA was written to prohibit discrimination based on a woman’s reproductive choices. Pregnancy discrimination is a form of sex discrimination. Employer’s are prohibited from taking adverse employment action against women because they are pregnant or because they have children. The law includes a requirement that employers provide health insurance for pregnancy-related claims in the same manner that they provide insurance for other health conditions. Further, the law prevents employers from providing pregnancy-related benefits only to those employees who are married. The law strives to create equal treatment for all women regardless of their childbearing status.
At SeiferFlatow, we believe that workplace discrimination is unacceptable and that employers should be held accountable for their actions. If you think that you have been the victim of pregnancy discrimination, or if you are unsure whether certain workplace behavior is discriminatory, please call us at 704-512-0606 to discuss your situation with one of our experienced attorneys. We are conveniently located in Charlotte, North Carolina if you would like to meet with one of attorneys to discuss your case in person.
Attorney Fee Structure in Employment Law Cases:
SeiferFlatow, PLLC’s employment law clients often are enduring economic hardships as a result of issues with their employment. With this is in mind, we attempt to offer a fee structure that strikes a balance between our clients’ economic struggles and our need to be compensated for our legal services. Therefore, we offer several different fee structures in an attempt to satisfy their financial needs.
The most commonly used fee structure is the modified contingency fee. This fee structure is designed to form a partnership with the client and share the risk with them. The modified contingency fee combines an affordable monthly fee with a reduced contingency fee.
Although the modified contingency fee structure is commonly used, there are situations where the modified contingency fee would not be appropriate. One example would be when the client is seeking non-monetary relief. In this situation, an hourly rate or flat rate fee would be offered to the client.
While the fee structures mentioned above are the commonly used fee structures, we are open to discussing “creative” fee structures with the client as well. Our goal is to provide quality, efficient and affordable legal representation. We want everybody to have the opportunity to exercise their rights under the law regardless of their financial status.