Maternity leave laws protect families from undue stress during and after the birth of a child

by on June 23, 2009 · 1 Comment POSTED IN: HR Info Center

Maternity leave laws protect employees from pregnancy bias

A gentle reminder: Pregnant women who request a reasonable accommodation should get one under maternity leave laws. Supervisors at a health center refused to excuse pregnant employees from having to restrain violent patients. However, the very same supervisors excused nonpregnant employees from the task when they requested it.

When a pregnant employee was fired for refusing to restrain a violent patient, three women filed a lawsuit under pregnancy discrimination and maternity leave laws.

The employer settled, agreeing to pay $135,382, revise its policies about pregnancy and gender discrimination, and provide antidiscrimination training to supervisors and managers.

Cite: EEOC v. University of New Mexico Health Sciences Center.
Claims from maternity leave laws rise

In recent years, lawyers specializing in labor law as well as leaders of women’s advocacy groups around the country have detected an increase in pregnancy discrimination and maternity leave laws cases. .

Claims of discriminatory treatment during pregnancy filed with the EEOC have increased 39% over the last 10 years. Most women are not inclined to go to court, but with the economy uncertain and many companies looking to keep costs down by paring their employment rolls, a growing number of workers are filing charges of pregnancy discrimination.

A labor and employment lawyer and professor at the Wharton School who teaches employment law told the New York Times that the increasing number of pregnancy cases can be traced to more women working and a greater awareness of workers’ rights. That means HR should respond by making sure that supervisors know workers’ rights as well.

Source: New York Times.

Mother of all lawsuits costs $375K

A maternity clothing retailer based in Philadelphia loved pregnant women – unless they worked for it.

The company has just agreed to pay $375,000 to settle an EEOC lawsuit on behalf of four pregnant women.

One of them claimed she was fired for complaining about pregnancy discrimination. The other three said the company refused to hire them because they were expecting.

Cite: EEOC v. Mothers Work, Inc.

A healthy $49 Mil Bill for violating maternity leave laws

The bill has arrived for Verizon’s big pregnancy discrimination case, and it’s a bouncing $48.9 million.

The EEOC case on behalf of 12,326 women was filed in two parts against Verizon predecessors Bell Atlantic and NYNEX in the ’90s. Verizon settled a couple of years ago, but the total damages amount has just emerged.

The women employees were allegedly denied service credit for pregnancy, maternity and newborn care leaves over an 18-year period.

Cite: EEOC v. Verizon.

1 Comment on This Post

  1. angela
    March 12, 2010 - 10:44 am

    Is child birth for womens own serious health condition and child bonding two seperate fmla leaves? If a women is out for four weeks after the birth of a child for her own serious health condition and then requests child bonding fmla seperately can it be denied?

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