Earlier this week, Representatives Jerrold Nadler (D-NY), Carolyn Maloney (D-NY), Jackie Speier (D-CA) and Susan Davis (D-CA), introduced the Pregnant Workers Fairness Act.
What’s in the bill and how will it affect employers? Find out after the jump…
My loyal readers know that yesterday the U.S. Equal Employment Opportunity Commission held a public meeting to discuss pregnancy discrimination and caregiver issues.
Conversely, my disloyal readers can go to hell. No, no, I forgive you. Just send me a check and we’ll call it even.
*** Takes meds ***
*** Flashes Men In Black red light ***
Ah, yes, pregnancy discrimination. Click through for a summary of what happened at yesterday’s EEOC meeting…
The U.S. Equal Employment Opportunity Commission (EEOC) will hold a public meeting on the subject of pregnancy discrimination and caregiver issues at 9:30 a.m. today in Washington, DC. If you are in the area, feel free to stop by. The meeting is open to the public.
https://www.youtube.com/watch?v=99j0zLuNhi8
According to this press release, the Commission will examine “recent trends in discrimination against pregnant workers and workers with caregiving responsibilities, examining these two forms of discrimination as a continuum.”
I have no idea. I was hoping that one of you could help me out.
Oh, wait, I’m supposed to be the expert here. Ok. Fine. I’ll play some music and dish the deets — hint, it has something to do with the picture — after the jump…
That’s right folks. It’s time for another edition of “Fact or Fiction” a/k/a “Quick Answers to Quick Questions” a/k/a QATQQ f/k/a “I don’t feel like writing a long blog post”.
The answer to today’s question is fiction. Pregnancy is not a “disability” for purposes of the Americans with Disabilities Act. To be considered a disability under the ADA, covered persons must actually have physical or mental impairments that substantially limit one or more major life activities. Pregnancy is not considered an impairment under the law.
I can pinpoint the exact moment that this blog transcended to the next level of internet excellence.
It was back in late March, when I blogged here about a female bartender/server who had sued her employer, the Wild Beaver Saloon, for pregnancy discrimination. The retweets that day were off the heezy fo sheezy, yo. (The hyperlink is a courtesy to my NPR listeners).
***Wait. Hold on one sec. I have to take this call from “1993”. They say they want their dated hip-hop lingo back. OK, I’m back.***
When I first wrote about the Wild Beaver Saloon, the question was whether a business could make an employment decision based on the preferences of co-workers, the employer, clients or customers. I concluded, in this instance, that the Beave could not get away with it.
Well, the case ended last week. So was I right? Click past the jump to find out if I know my stuff…
Rep. Carolyn Maloney [D-NY14] is at it again.
A sponsor of a bill that would greatly expand the scope and reach of the FMLA, Rep. Maloney has co-sponsored another bill, the Breastfeeding Promotion Act of 2011, which would amend both the Fair Labor Standards Act and Title VII of the Civil Rights Act of 1964 to protect breastfeeding by nursing new mothers.
Under the Pregnancy Discrimination Act, which is part of Title VII, it is already illegal to discriminate in the workplace “because of sex” or “on the basis of sex,” which includes, but is not limited to, because of or on the basis of pregnancy, childbirth, or related medical conditions. The Breastfeeding Promotion Act of 2011 would amend Title VII to explicitly include “lactation.”
Congratulations!
Because you are reading this post, you somehow made it past your company’s internet firewall. That, or you’re a horny perv, Googling some effed-up search terms. But I’m a lawyer; I don’t judge.
Either way, continue reading.
After the jump, it’s the female bartender/server who is now suing her employer, the Wild Beaver Saloon, *** borderline-NSFW link *** because she claims they fired her for getting pregnant!
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