When discrimination based on pregnancy plays a part in a demotion or termination, the employee has a case under the. Paternalistic beliefs that pregnant women need protection should not be part of the reason for any action, even if well-intentioned.
Recent case: Lisa went to work for a state agency, doing IT work in the field. Shortly after she announced her pregnancy, her boss (also a woman) placed Lisa at a desk job. Holland sued and her supervisor admitted that she had transferred Lisa to a desk job, fearing that she might suffer a miscarriage.
That concern cost the employer almost $100,000 after the jury sided with Lisa and concluded she had been discriminated against on account of pregnancy. (Holland v. Gee, No. 11-11659, 11th Cir., 2012)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Rush to fire or demote pregnant employee often backfires
- Controlling absence: 5 keys to doing it legally
- Worker quits in a huff and sues? Court: Employers need chance to fix problem
- Can we replace a worker who is out on pregnancy disability leave?