Make sure you evenly apply your leave policies to all employees.
Recent case: Rachel spent seven years as a college instructor while working toward her doctorate degree, a requirement for being promoted to assistant professor.
She became pregnant in the seventh year and gave birth at the end of the spring semester. Since she still hadn’t finished her doctorate, she wasn’t promoted and instead received a one-year contract.
Rachel complained that this was sex discrimination. Then she requested paidinstead of returning to teach in the fall. Her request was denied because her baby was born in the spring and the policy limited leave to newborns.
She sued, alleging retaliation.
But since no one else had received such leave, the case was dismissed. (McBroom v. UNC, No. 11-CV-00217, ED NC, 2013)
- Take it seriously when employee yells, 'Stop!'
- Choose one when suing: bias or wrongful termination
- Serial sexual harasser on the loose? Get ready for big trial—and possibly huge judgment
- Beat discrimination lawsuits by nailing down specific rationale for employment decisions
- When worker complains, find out if she's a 'Serial sue-er'