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
- Beware new court trend: Employees use expert to shift blame for failure
- Sexual harassment costs Nassau P.D. $1 million
- N.C. workers can cite 'public policy' violations in wrongful discharge cases
- Employer's win in court shows peril of ignoring harassment