FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

Pregnancy Discrimination Brings Out The Mummies

Attention must be paid! The Mummies are marching! Huh? “Becoming a mother is the single most damaging thing you can do to your career,” wrote a UK woman in the Telegraph a year ago. “It has been four years since I lost my job for daring to procreate. My employer told me, by voicemail, that my contract was being…
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Employer Creates New Lifting Requirement So That Pregnant Employee Cannot Meet It: EEOC Sues

Chalk up another employer who does not like to employ pregnant women or allow them to work. Why? Who knows.  Paternalistic concerns for the health/safety of the employee or the unborn child?  Outdated fears, myths and stereotypes?  Whatever the reason, know that it is a discriminatory employment practice. I just blogged about a new EEOC Pregnancy…
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Pregnancy Discrimination: Some Things Never Change

I just posted in Above The Law “8 Helpful Tips On What Not To Say (Or Do) To A Pregnant Employee.”  These included: If you have an employee who tells you that she is pregnant, do not restrict her water and bathroom breaks. If you have an employee who tells you that she is pregnant, do not…
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8 Helpful Tips On What Not To Say (Or Do) To A Pregnant Employee

My latest post in Above The Law is entitled “8 Helpful Tips On What Not To Say (Or Do) To A Pregnant Employee.” “Do not to get pregnant, you have too many children, and the next person to get pregnant should stay home and consider herself fired!” OK, that’s Helpful Hint #1! This is actually what…
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Pregnant And Want A Workplace Accommodation? Forget It: ‘It’s Not Prison. You Can Quit!’

Pregnancy discrimination in the workplace is the subject of my new article in Above The Law. “One way of understanding the [Pregnancy Discrimination Act] PDA is to look to the Americans With Disabilities Act (“ADA”) — there are many similarities and intersections between the two statutes, from the intent and purpose to the accommodation requirements. …
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Employers Cannot Play “Father Knows Best” To Pregnant Employees

It may seem that’s where we’re heading, but its no longer the ‘fifties.  Paternalism is a no-no when it comes to pregnant employees. We’ve said it before – it is against the law to discriminate – to fire – pregnant employees “for their own good.” One more employer has learned that lesson and is $55,000…
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You Have Too Many Children: If You Get Pregnant You’re Fired!

Yes, this is exactly what a California wholesale distributer of orchids told female employees at staff meetings, according to a new EEOC lawsuit. And more. The employees were also told “not to get pregnant, that they have too many children, and the next person to get pregnant should stay home and consider herself fired.” And,…
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Paternalism And Pregnant Employees: A Bad Idea

Pregnancy discrimination in employment is against the law.  This is true even if an employer claims to have the best interests of the employee in mind. This is, in fact, the classic example of paternalism – and employers must resist that notion.  It is illegal. To underscore this, the EEOC just sued a Florida corporation…
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I’m A F….ing Idiot To Let A Pregnant Girl Work Behind The Bar

Myth, fears and outdated paternalistic notions about pregnancy still top the charts for scrutiny by the EEOC. I have often cited the EEOC’s six national priorities set forth in its Strategic Enforcement Plan (“SEP”).   One such priority is “to address emerging and developing issues … including issues involving the ADA and pregnancy-related limitations.” In this regard,…
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New: NYC Enforcement Guidance on Pregnancy Discrimination

The New York City Commission on Human Rights just announced the publication of its “Legal Enforcement Guidance on Discrimination on the Basis of Pregnancy: Local Law No. 78 (2013); N.Y.C. Admin. Code § 8-107(22),” which is a must-read for NYC employers. It sets out what is considered pregnancy discrimination under NYC law – which is must…
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RICHARD COHEN
Richard Cohen has litigated and arbitrated complex corporate, commercial and employment disputes for more than 35 years, and is a trusted advisor to business owners and in-house counsel both in the United States and internationally. His clients have included Fortune 100 companies, domestic and foreign commercial and investment banks, Pacific-rim corporations and real estate development companies, as well as start-up businesses throughout the United States.

Richard Cohen Fisher Broyles

AMY EPSTEIN GLUCK
Amy Epstein Gluck has represented individuals and corporate clients in Virginia, Washington, D.C., and various federal district courts for more than twenty years. Ms. Epstein Gluck’s current practice areas include employment law—advising on and drafting employment agreements; handling employment negotiations, severance agreements, noncompete and nondisclosure agreements, “wrongful terminations” and other EEO matters; representation at the EEOC level; advising employers about discrimination laws and how to remain in compliance, and employment negotiations.

Amy Gluck Fisher Broyles