by Cynthia Thomas Calvert
Family responsibility discrimination (FRD)—discrimination against employees because of their family caregiving duties—has become a hotbed for litigation against employers, and every indication is that this trend will continue. So it’s critical for employers to recognize the potential for liability and take necessary steps to avoid being the next defendant.
Caregivers go to court
FRD cases are finding their way into court in greater numbers. Some recent examples:
- Within an hour of telling her employer she was pregnant, a delivery driver was placed on involuntary, unpaid medical leave. The reason: Her employer thought she couldn’t do her job, even though her only restriction was she couldn’t lift more than 20 pounds. A jury awarded her more than $200,000.
- A sales manager sued her employer after her supervisor allegedly admitted that she had missed out on a promotion she was qualifie...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Offer alternatives to layoffs—but don't expect your good deed to go unpunished
- Better late than never? No! These tips help tackle tardiness
- Know when to settle! Even small jury awards can lead to huge attorneys' fees
- If we fire a lazy employee, will she be eligible to collect unemployment benefits?