The EEOC just issued guidelines stating that one’s status as a family member can’t be considered in employment decisions.
The agency says the guidelines address “family-responsibility discrimination.” They draw on earlier theories about so-called “gender-plus” discrimination.
As this case shows, punishing a female employee because of her role as a mother may be illegal sex discrimination.
Recent case: Sherry Towers was a postdoctoral research associate in physics at the State University of New York (SUNY), who left the university because she claimed it made her life unbearable.
She charged that SUNY denied her, threatened her with a poor evaluation and withdrawal of a tenure-track offer and assigned her so much work that she could never complete it all.
The court ordered a trial. Towers must prove that her status as a pregnant woman and a mother motivated SUNY to overwork her and refuse to recommend her for tenure. Given the new EEOC guidance, she may succeed. (Towers v. StateUniversity at Stony Brook, No. 04-5243, ED NY, 2007)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/3110/mothers-and-other-caregivers-get-eeoc-protection "
- Age bias nets almost $1 million for El Paso airport food manager
- Good-Faith Process—But Not Absolutely Correct Conclusion—Is Enough to Fire Harasser
- Risky environment won't end your duty to reduce danger to staff
- Keep good disciplinary records, win lawsuits
- EEOC finds fault with 'no fault' attendance policies