A recent lawsuit proves once again that one offhand comment by a manager can be enough to result in a costly legal battle. Alena Fassbender was a medication aide at Correct Care Solutions, a company that provides healthcare for prison inmates. Shortly after Fassbender revealed she was pregnant, she was fired.
Pregnancy discrimination cases don’t get much stranger than this.
No question, the feds have gotten a lot more aggressive in enforcing laws against pregnancy discrimination. And employers shouldn’t expect that business considerations will serve as a shield against prosecution.
The U.S. Supreme Court just began its new term. A lot of what they do will have a big impact on HR.
Here’s a handy guide on how you and your managers can steer clear of discrimination issues while your employees are awaiting their bundles of joy.
For the first time since 1983, the feds have issued comprehensive guidance on how employers are required to treat pregnant employees.
By supplying mothers with provisions that allow them to maintain their breastfeeding goals, along with the proper leave time to heal during the postpartum period, businesses can reduce healthcare costs and turnover rates.
If you’re worried about an employee’s health or safety in his current position, can you force the employee to work elsewhere?
It hasn’t been a great year for the Chipotle Mexican Grill chain. First, a slew of food safety issues. And now a jury has awarded $550,000 to a former employee who sued the company for pregnancy discrimination.
A recent court ruling has expanded the reach of the Pregnancy Discrimination Act.
Here’s two more chapters in the continuing saga of “How Bonehead Decisions by Middle Managers Can Put a Big Dent in Your Corporate Pocketbook”:
For the second time in the past year, the EEOC has issued new guidance on how to treat pregnant employees. And while the guidance is massive, the agency could’ve saved employers a lot of headaches by simply saying this …
When an employee returns from protected leave, firing them soon after can look like retaliation. But at the same time, an employee on leave doesn’t have immunity if there’s a good reason for their termination.
All along, employers have been told they can terminate an at-will employee — even if a member of a protected class — as long as it had a legitimate business reason for doing so. A recent court ruling muddies those waters.
Is paid parental leave right for your company?
The Equal Employment Opportunity Commission (EEOC) has just released its 2007 statistics. Here are the specifics about what they’ve been going after.
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