For Companies and HR Leaders with Businesses or Employees in Oregon
Employers
Counsel and defense for employers in Oregon facing pregnancy discrimination claims.
For Workers and Executives
Employees
Representation for Oregon workers in pregnancy discrimination matters.
Who We Are
Buchanan Angeli Sullivan & Ferrer LLP is a Portland-based employment law firm that advises and represents both employers and employees on employment law matters, including pregnancy discrimination claims. We represent clients throughout Oregon in state and federal court and before state and federal agencies, including the Oregon Bureau of Labor and Industries and the Equal Employment Opportunity Commission.
Our experience representing both employers and employees gives us a unique perspective on the laws governing pregnancy discrimination, pregnancy accommodations, and related workplace protections, as well as the practical and procedural realities each side encounters when disputes arise. We use that perspective to provide informed, practical, and strategic counsel.
Whether we're representing an employer seeking guidance on compliance or an employee who has experienced pregnancy discrimination or the denial of legally required accommodations, we encourage obtaining legal advice as early as possible. Early guidance can often help protect legal rights, resolve workplace issues, or prevent disputes from escalating.
Meet Our Portland Team Handling Pregnancy Discrimination Cases
What Is Pregnancy
Discrimination?
Pregnancy discrimination is the unlawful treatment of an employee or job applicant because of pregnancy, childbirth, or related medical conditions. Some examples include:
- Refusal to hire someone because they are pregnant or may become pregnant
- Firing, demoting, or reducing an employee’s hours because of pregnancy
- Denying promotions, opportunities, or desirable assignments due to pregnancy
- Refusing to provide pregnancy-related accommodations for limitations
- Forcing an employee to take leave when they are able to continue working
- Retaliating against an employee for requesting pregnancy accommodations
- Treating an employee less favorably because of pregnancy or childbirth-related conditions
How Buchanan Angeli Sullivan & Ferrer LLP Helps Employees With Pregnancy Discrimination Claims
An employee might contact our team about a discrimination matter if they believe they have been treated unfairly because of pregnancy, childbirth, lactation, or a related medical condition. Because our firm represents employees in employment disputes and litigation, these cases may include resolving workplace issues before litigation, or pursuing claims before administrative agencies or in court.
Clients often reach out to Buchanan Angeli Sullivan & Ferrer LLP about pregnancy discrimination cases regarding:
- Denied hiring or promotions
- Failure to provide reasonable accommodation
- Retaliation
- Forced leave
- Pregnancy-related termination
- Unequal treatment
- Lactation and breastfeeding discrimination
- Harassment
- Family and medical leave disputes
- Constructive discharge
We also provide counsel for these other types of discrimination under Oregon and federal law.
Age Discrimination
Age discrimination laws protect employees and job applicants based on their age from adverse employment actions based on their age under both Oregon and federal law.
Race & National Origin
Employees are protected under Oregon and federal law from discrimination and harassment based on their race, skin color, ethnicity, or national origin, and legal counsel can help them understand and enforce those rights.
Sex or Gender, Sexual Orientation & Gender Identity
Employees are protected under Oregon and federal law from discrimination based on their sexual orientation, gender identity, or gender expression, and legal counsel can help them protect their rights and pursue appropriate remedies.
Religious Discrimination
Employees are protected under Oregon and federal law from discrimination based on their religion, faith, or sincerely held religious beliefs, including an employer's failure to provide reasonable accommodations for religious practices when required by law.
Disability
Oregon and federal law protect employees from discrimination based on physical or mental disabilities, including an employer's failure to provide reasonable accommodations or adverse employment actions because of a disability.
Leave Issues
Employees may have the right under Oregon and federal law to take bereavement leave or leave for qualifying medical or family-related reasons, and legal counsel can assist those who have been denied protected leave or experienced retaliation for requesting or taking leave.
Our Approach for Employees
We represent employees in pregnancy discrimination cases from initial assessment through resolution.
Intake & Consultation
We meet to evaluate the circumstances of our client’s pregnancy discrimination or other workplace concern and evaluate whether the client has experienced unlawful conduct.
Legal Assessment
We carefully evaluate potential claims, the strength of the evidence, and remedies under Oregon and federal law.
Strategy and Recommendation
We discuss the available paths, including direct negotiation with the employer, an administrative filing with BOLI or the EEOC, or litigation.
Representation
We vigorously advocate on our client’s behalf to obtain a result that advances our client’s interests.
We Also Offer Pregnancy Discrimination Defense for
Employers
Drawing on decades of employment litigation experience, Buchanan Angeli Sullivan & Ferrer LLP provides practical and strategic guidance to help employers comply with laws related to pregnancy discrimination and accommodation, reduce the risk of claims, and strengthen their position in the event of a legal dispute.
Pregnancy Discrimination Claims We Help Employers Navigate
In Oregon, pregnancy discrimination claims arise under state and federal statutes that protect employees from adverse treatment based on pregnancy, childbirth, or related medical conditions. However, when people refer to “pregnancy discrimination,” they are often describing one or more of the following types of legal claims:
Failure To Provide Reasonable Pregnancy Accommodations
Claims arising when an employer allegedly fails to provide required adjustments such as modified duties, schedule changes, lifting restrictions, or additional breaks
Pregnancy-Based Termination or Adverse Action
Allegations that an employee was fired, demoted, or had their hours reduced because of pregnancy, childbirth, or a related medical condition
Failure To Reinstate After Pregnancy or Parental Leave
Disputes involving an employer’s refusal or failure to return an employee to their position (or an equivalent one) after protected leave
Retaliation Related to Pregnancy or Leave Requests
Claims that an employee suffered discipline or other adverse action after requesting accommodations, reporting discrimination, or taking pregnancy or parental leave
Pregnancy-Related Harassment or Hostile Work Environment
Allegations involving offensive comments, stereotypes, or conduct based on pregnancy, childbirth, or breastfeeding that creates a hostile workplace
Lactation Accommodation and Breastfeeding-Related Claims
Disputes involving failure to provide required break time, private space for pumping breast milk, or other protections related to lactation needs
Our Approach for Employers
We work closely with our employer clients to help prevent claims through practical and strategic guidance. The following outlines a typical process:
Case Evaluation
We review the basis of the pregnancy discrimination claim, the supporting documentation, and evaluate any legal exposure.
Risk Analysis
We identify both legal risks and related risks to the organization and to the pregnancy discrimination claims at issue, and align our recommendations with the organization’s goals.
Documentation and Positioning
We work to evaluate how personnel files, performance records, and internal communications support the employer's position on the claim.
Resolution Strategy
We advise through negotiation, BOLI or EEOC proceedings, or litigation, depending on what the pregnancy discrimination claim requires.
Schedule an Intake with Buchanan Angeli Sullivan & Ferrer LLP
Whether you are an Oregon employer seeking guidance on employment policies or personnel matters, or an employee facing pregnancy discrimination or evaluating your options after a discharge, an early conversation can help clarify your rights, obligations, and next steps.
Frequently Asked Questions About Pregnancy Discrimination in Oregon
Below are common questions about pregnancy discrimination claims in Oregon for both employers and employees.