Refusing to hire you for a job you are qualified and able to perform because you are pregnant is discrimination. You must be treated the same as non-pregnant employment prospects.
Using Pregnancy or Related Medical Conditions to Determine Your Ability to Perform or Be At Work
Again, you must be treated the same as non-pregnant employees.
Firing, Demoting, or Giving Other Adverse Employment Action Due to Your Pregnancy
Pregnancy cannot be a factor in an adverse employment decision.
Forced Leave Due to Your Pregnancy
The employer cannot make these "medical" decisions for you.
Refusal to Change or Adjust Your Job Assignment
If you are temporarily unable to perform some or all of the functions of your job because of your "physical condition," the employer must make a reasonable accommodation. If necessary, you should make a reasonable request for an accommodation.
Stopping Your Seniority Accrual If You Leave to Give Birth
If seniority accumulates for other employees who are out on some other disability leave, you should accrue seniority as well for leave to give birth. The reason for leave cannot be treated differently than other medical or disability-related leaves of absence.
Refusal to Reinstate You After Maternity Leave
Unless you previously informed the employer that you did not intend to return to work, it is illegal for your employer to refuse to reinstate you after your maternity leave has ended. The employer must hold your job open for you on the same basis as it does for employees returning from sick or disability leave.
Failure to Provide The Same Benefits When You Are on Leave
You must receive the same benefits as those employees on leave for other medical reasons, including disability pay, pension or profit-sharing payments, and payments for health or other insurance premiums.