File this in your “Sometimes, People are Really Awful” folder.
The story is a very simple one.
An associate working at a Cleveland law firm – we’ll call her Sue to protect the innocent – returned from maternity leave.
Should have been a relatively happy time, yes? Hugs all around, maybe even some donuts, but
File this in the “Managers really can be idiots” folder.
Kameisha applied for a job at Jersey Mike’s Subs (which by the way, makes an incredible #13 Original Italian sub). At the time she interviewed for a position, Kameisha was four months pregnant. Fearing she would not get the job if she revealed her pregnancy,
Parental leave policies are on the rise.
Maternity. Paternity. Caregiver. You name it. I am drafting more of these policies than ever before.
So, you can imagine my interest when, last year, the EEOC sued skin care/fragrance behemoth Estée Lauder, claiming that its parental leave policies discriminated against men. According to the EEOC at
Netflix. Google. Proctor & Gamble. Accenture. IKEA. Greensboro, North Carolina. What do these have in common?
They are employers.
And they offer their employees paid parental leave.
As I reflect upon the year 2016 (picture me meditating in my hyperbaric FMLA chamber I retreat to every evening), I’ve been poked and prodded about
Doris worked for the Chipotle restaurant chain. And she was pregnant. After she announced her pregnancy to her supervisor, Doris claimed her boss began monitoring her bathroom breaks (then berated her for taking too long), required her to “announce” her bathroom breaks to others, prohibited her from taking shift breaks, denied access to water, and
One FMLA rule that tends to fly under the radar is the amount of FMLA leave available to married couples who work for the same employer.
Under 29 CFR 201(b), married couples in this situation can be required to share a combined 12 weeks of FMLA leave in two circumstances:
Last week, I had the pleasure of presenting with EEOC Commissioner Victoria Lipnic on the EEOC’s pregnancy discrimination guidance and how employers should address pregnancy accommodations in the workplace. Our presentation was part of an outstanding FMLA/ADA compliance conference hosted by the Disability Management Employer Coalition. You can access Bloomberg BNA’s coverage of our
All across America this morning, pregnant employees are screaming out in muted shouts of joy and giving each other belly bumps.
Last year, I reported on the EEOC’s recent pregnancy discrimination guidance, which interpreted the Pregnancy Discrimination Act as requiring workplace accommodations for pregnant employees even if impairments suffered during pregnancy do not rise
Last week, I had the pleasure of presenting with EEOC Regional Attorney in the Chicago District John Hendrickson on the EEOC’s recently drafted Pregnancy Discrimination Enforcement Guidance and how these guidelines will impact the manner in which employers will be required to provide accommodations to its pregnant employees. It was a great opportunity to discuss
Although I eagerly anticipate the arrival of a baby due to be born in the Nowak family within the next couple of weeks [number 4…somebody help me!], I assure you that my status as “expectant dad” is not clouding my objectivity regarding the rights of moms and dads in the workplace.
But the