When it comes to discrimination claims, timing can be everything. An employer that discharges or demotes a pregnant employee (or one who has just given birth) is asking for a discrimination or retaliation lawsuit.
And unless they have committed some egregious act or performed disastrously, employees who are fired or demoted under those circumstances almost always get a shot at a jury trial. Of course, juries often side with those who look more vulnerable—such as a new mother.
If you have a poorly performing employee who is pregnant or just gave birth, don’t do anything adverse until she has returned to work for some time. Then steadily document her deficiencies. Only then should you consider firing or demoting her.
Recent case: According to her employer, Ellen Schaaf was having some at work. She was placed on a performance improvement plan.
While Schaaf was out on pregnancy and , her boss told her she would have 30 days after her return to address the requirements of the performance improvement plan to avoid a demotion. Her supervisor also told her that while she was on leave, she was forbidden to contact any co-workers or do any work for the company (which might have helped her meet the plan goals). Meanwhile, the employer met to discuss her performance and decided to demote her when she returned.
On her first day back on the job, she was demoted. She sued, alleging under the (PDA) and interference with .
The employer said Schaaf’s justified the demotion. The trial court said she should have a chance to present her case to a jury. Because the timing was suspicious, the court felt that a jury would best decide the truth—whether she was demoted for poor performance or for being pregnant and taking . (Schaaf v. SmithKline, No. 1:04-2346, ND GA, 2008)
Final note: You can safely fire or demote someone on or —if you are absolutely sure you can substantiate a solid reason or if you can show that she would have been discharged as part of a larger layoff. But you must be prepared for a fight. The legal costs and lost time may not be worth the hassle if you can hold off and build a case later.
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- How often can we request medical information from a chronically absent employee?