Eisenberg & Associates is an employment law firm that talks with working mothers-to-be and new parents in Palo Alto who feel a pregnancy changed the way their employer treated them, and who would like to understand how California law may apply.
Being pregnant can mean adjusting how you work. You might need time for appointments, a change to certain tasks, or a stretch of leave. None of that gives an employer a lawful reason to penalize you. When a pregnancy, a birth, or a connected medical condition shapes how a company treats someone, the behavior may be discrimination.
California’s rules can cover people who already hold a job and people who are still applying. They can relate to hiring, termination, pay, advancement, job duties, and the environment in which a person works.
The problem is not always spoken outright. It can hide in routine workplace talk.
Remarks that may be worth writing down:
Eisenberg & Associates speaks with Palo Alto employees about differing treatment tied to pregnancy, harassment, refused accommodations, job loss, retaliation, and leave difficulties.
Pregnancy-related unfairness rarely shows up with a clear label.
A supervisor might mention the pregnancy directly. In many cases, though, the change is slow. Invitations to meetings dry up, a promotion discussion goes quiet, your workload is quietly shifted to others, or you are told your role is being reorganized.
Our attorneys look at the full timeline instead of a single event. We can talk with you about whether what happened may have touched your legal protections and which options could be available.
In Palo Alto, our lawyers can discuss:
Our work is built around issues that workers bring to us, including discrimination, retaliation, wrongful termination, and other disagreements with an employer. We keep up with the state laws that address pregnancy and the medical conditions that may come with it.
Eligible employees are protected from adverse treatment linked to pregnancy, childbirth, and related conditions. If you suspect your pregnancy was a factor in something your employer did, we can walk through the facts with you and explain how those protections may relate.
You don't need to know legal terms to begin. We listen to your account, ask questions to understand the details, and describe your options simply so you feel informed as you decide what comes next.
If a pregnancy, a birth, or a related health condition led to unfair treatment at your Palo Alto workplace, you may find it useful to speak with an attorney before you reply to your employer.
If you were treated unfairly at work because of pregnancy, childbirth, or a related medical condition, talk to us before you decide anything.
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Employees who are treated unfairly over a pregnancy, a related condition, or a need for time off may hold rights under California law.
Situations like this can be exhausting and difficult to make sense of. We give you room to describe what happened in your own words, then talk through the possible directions in clear terms.
State law bars workplace discrimination based on pregnancy, childbirth, and related conditions. Eligible employees may also be entitled to reasonable accommodations and Pregnancy Disability Leave (PDL).
Behind each inquiry is someone with a job, a household, and questions. When you contact Eisenberg & Associates, you can discuss your circumstances with a legal team that can help you understand what may come next.
Eisenberg & Associates’ lawyers represent pregnant and postpartum employees throughout California, wherever the discrimination happened, from the courthouse steps of Los Angeles to the tech campuses of the Bay Area.
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Were you treated differently at work after sharing news of a pregnancy, asking for an adjustment, taking leave, or objecting to unfair conduct? A member of our team at Eisenberg & Associates is available to hear what happened and describe what may be possible.
Our firm works with employees in Palo Alto and in other cities around the state.
Reach us at (213) 201-9331, or send a message through the form below and we will follow up to set up a private conversation.
Pregnancy at work should be handled with care, and understanding your legal position is a reasonable first step.
Eisenberg & Associates, a California employment law firm serving employees in Palo Alto.
It might. Changes to pay or bonuses that follow news of a pregnancy can be part of the overall picture. We can look at the timeline with you and explain what protections may relate to it.
It can be. When an advancement decision comes shortly after an employer learns about a pregnancy, the reasons given and the timing may both be relevant. We can listen to the details and discuss what may apply.
Yes. Many people reach out while still employed. We can talk through your circumstances and explain the general options so you know more before deciding anything.
No. The first conversation is for listening and explaining. You can take whatever time you need afterward to think about what to do.
