This would heavily depend on the facts and circumstances. You should contact a local employment attorney and discuss this with them in further detail.
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Your question needs the evaluation of your attorney. However, if you do terminate her for being pregnant, kindly ask her to get on AVVO to look for a litigation Attorney in Houston....
Edward J. Kazaleh, Esq. www.kazaleh.vpweb.com Office 713-659-1000 or EMAIL: firstname.lastname@example.org DISCLAIMER: THE ABOVE INFORMATION IS NOT LEGAL ADVICE. THIS IS GENERAL EDUCATIONAL INFORMATION ONLY AND SHOULD NOT BE RELIED UPON AS ACTUAL LEGAL ADVICE. FOR0 LEGAL REPRESENTATION OR A CONSULTATION, PLEASE CONTACT OUR FIRM DIRECTLY. WE CAN MEET NEAR YOU IF NEEDED AND YOU ARE LOCAL-- EVENINGS & WEEKENDS MEETINGS ARE OK!
Please see my response to your duplicate question.
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At a minimum, assuming the employer has enough employees to be covered by the Family & Medical Leave Act, the employer would have to permit the employee to remain in a leave status for twelve weeks first. Perhaps she will be ready to return at that point. Assuming that does not cover the situation, the details must be reviewed with qualified counsel as there is a duty to accommodate the pregnancy situation when possible. Also, the employer will need to take care to not treat the pregnant employee worse than other employees who were temporarily incapacitated.