Pregnant Employee Demoted After Accommodation Complaints – Retaliation?

Location: Texas

Pregnant employee demoted after accommodation complaints – retaliation?

I am seeking general advice regarding a suspension and demotion that occurred while I am pregnant and shortly after I raised concerns about pregnancy accommodations.

I work as a Front End Supervisor at a large retail warehouse company. I have no prior disciplinary history.

In November 2025, I submitted medical restrictions due to pregnancy (lifting limit, no ladders, required seated breaks every 2 hours, limited pace). Over the next few months, my restrictions were not consistently honored. I frequently had delayed or missed breaks and was sometimes assigned tasks outside my restrictions.

I also experienced ongoing pregnancy-related comments from coworkers (comments about my size, mobility, “waddling,” etc.) and unwanted physical contact (touching my stomach after I asked them not to). I verbally reported these issues to management from November through January.

In late January 2026, I pushed more firmly for my restrictions to be respected and informed management that I anticipated maternity leave in mid-April.

On February 2, 2026, I was called into the office and told I was under investigation for two alleged policy violations that occurred January 8 and January 11. These issues had not been raised with me at the time they occurred.

I was immediately suspended (3 unpaid days + 3 paid days). That same evening, I emailed a VP outlining concerns regarding pregnancy accommodations and procedural issues.

On February 14, 2026, I was informed that I would not be terminated but would be demoted from Supervisor to Assistant. I received a permanent disciplinary notice (classified under termination-level standards) and my pay was reduced. This impacts my upcoming maternity leave pay.

The two allegations are:

1. Purchasing a marked-down item before it was “made available to members.” The item was in a visible go-backs basket on the sales floor. I asked a manager for guidance before purchasing. He did not give a clear directive and later said “it’s fine.” Weeks passed without issue. I am now accused of telling someone to hide the item (which I deny). 2. Dishonesty regarding found cash. An employee turned found cash into me. I also found cash around the same time. I combined the funds and turned them into management in an envelope. I put my name on it as the person physically submitting it. I did not keep any money. The next day, a manager only asked where and when it was found. Weeks later, this was categorized as dishonesty. 

There was no prior coaching or warning regarding either issue.

My concerns are:

• The discipline occurred shortly after I escalated pregnancy accommodation concerns and disclosed upcoming maternity leave.

• The alleged incidents were not addressed when they happened.

• The discipline was categorized as termination-level conduct despite no prior history.

• My February 2 complaint was pending when the demotion decision was finalized.

• The pay reduction affects maternity leave compensation.

Does this raise potential pregnancy discrimination or retaliation concerns? What factors typically matter most in evaluating that?