The District of Columbia updated its Human Rights Act to include pregnancy as a worker classification protected from discrimination.
The District of Columbia revised the District of Columbia Human Rights Act of 1977 to prohibit discrimination on the basis of pregnancy, childbirth, or medical conditions related to pregnancy and childbirth.
Employers in the District of Columbia cannot discharge, refuse to hire or discriminate against any person protected under the Act. Under the amendment, employers in D.C. must treat women affected by pregnancy, childbirth, or related medical conditions the same way they treat other temporarily disabled employees.
Women are the primary breadwinners in 40 percent of U.S. households with children, and 75 percent of women entering the workforce will become pregnant at least once while employed.
The following worker classifications are protected from discrimination under the D.C. Family and Medical Leave Act:
- National Origin
- Marital Status
- Personal Appearance
- Sexual Orientation
- Gender Identity or Expression
- Family Responsibilities
- Political Affiliation
- Genetic Information
About the District of Columbia Office of Human Rights
The D.C. Office of Human Rights (OHR) oversees enforcement of the D.C. EEO law and enforces other local and federal human rights laws.
District of Columbia Workplace Posters
The revised D.C. EEO poster is part of the GovDocs D.C. Workplace Poster Compliance Package, which includes:
- Workers’ Compensation
- Minimum Wage
- Human Rights Law (Equal Employment Opportunity)
- Public Accommodations
- Unemployment Insurance
- Child Labor Law
- No Smoking
- Accrued Sick and Safe Leave Act of 2008
- The Right to Breastfeed
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