Competing work and family responsibilities are a challenge for many employees—and employers are caught in the middle. They must balance the impact of employees’ needs to care for children and parents against their own primary mission of running a business.
But when employers make employment decisions based on sex stereotypes about caregivers or favor employees who don’t have family responsibilities, affected employees can successfully sue for family responsibilities discrimination (FRD).
The EEOC attributes the increase in claims of FRD to the significant increase in the number of women working outside the home.
Women now comprise almost half the U.S. work force. But women are still the primary caregivers in most families. As people live longer, employees are increasingly responsible for caring for their elderly parents. This has led to a rise in “sandwich” caregivers—employees who have caregiving responsibilities for bo...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Back up discipline with details from your investigation
- How should we craft a policy allowing us to refuse to consider unsolicited résumés?
- 9th Circuit tackles harassment, retaliation against gay workers
- Don't let disability excuse worker misconduct