HR professionals must make sure that supervisors hear this message loud and clear: Don’t make any assumptions about what a pregnant woman can or cannot do. Voicing such presumptions and taking action based on them virtually guarantees a pregnancy discrimination lawsuit.
While an employee’s pregnancy may sometimes be inconvenient and expensive for employers, women who choose to become parents deserve a chance to show they can do their jobs and become mothers at the same time.
Recent case: Amy Pizzimenti began working as a business analyst for Oldcastle Glass after acing the hiring process. She worked one day and then took a few hours off for a medical appointment she had previously scheduled. During that appointment, she learned she was three weeks pregnant and that her due date was the following New Year’s Day.
Pizzimenti met with her new supervisors the same day, and they discussed a major project that she would ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Tell bosses: Keep family planning and pregnancy talk out of the workplace
- Avoid Phrases That Can Sabotage Job-Review Meetings
- If possible, have the manager who hired the employee also do the firing
- Act fast on firing for misconduct, or risk being liable for unemployment compensation