Pregnancy Discrimination: Top Employment Actions that Could Land You in Legal Hot Water and How to Avoid Them
Pregnancy discrimination can be subtle, even unintentional. Or it can be blatant, as in the case of a Chipotle employee in Washington, D.C., who claimed that her employer restricted her water and bathroom breaks and terminated her due to her pregnancy. (A jury agreed and awarded her $550,000 in compensatory and punitive damages in 2016.)
Regardless of your motives—or utter lack of them—your organization can be held liable for costly (and embarrassing) damages if there’s evidence of discrimination against one or more pregnant employees.
Join us on May 30 for an in-depth webinar on the ins and outs of pregnancy discrimination, including which federal laws guard against it, what you can and can’t do when an employee reveals her pregnancy, your obligations to accommodate pregnant employees, and how to avoid subtle forms of discrimination that could spark legal trouble.
- The federal laws that cover pregnancy discrimination, and how they apply to you
- What pregnancy discrimination is—and isn’t—under federal law
- What you can and can’t say when a job applicant reveals she is pregnant
- What you need to know when a pregnant employee is being considered for a promotion
- How and when you may have to accommodate a pregnant employee with physical limitations
- The best way to avoid pregnancy discrimination-related claims against your organization
- What your employees are entitled to when it comes to maternity leave
- And much more!