Not every pregnancy is the same and not every pregnant woman can perform her job right up until she goes into labor.
While some women fly right through nine months with no work problems, others may need to modify their job duties or move to light-duty work.
Because there is so much variability and because women are protected from, it’s crucial to consider each case individually. HR should coordinate those decisions and approve any job moves that affect a pregnant employee. Otherwise, things can get messy fast, as the following case shows.
Recent case: Stacey worked for Gate Gourmet, a catering company that prepares meals for airlines at large airports. She was a customer service representative and was responsible for loading carts of food and drink onto airplanes, using a truck equipped with a lift.
Stacey continued to do her job after she got pregnant. At some point, she casually mentioned to a un...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Allegheny, Pa. 911 operators' lawsuit alleges race bias
- 9th Circuit will rehear massive Wal-Mart class-action sex discrimination case
- Strive for harmony, plan for a lawsuit: Document every complaint
- OK to fire and then investigateâ€”But be consistent