Some employers mistakenly think that if they terminate an employee who isn’t yet eligible for, the employee can’t sue. While you may not be violating the , you may violate other laws that protect the worker.
Consider, for example, pregnancy. If a new mother seeks her job back after giving birth, but you replace her with a nonpregnant individual (male or female), you may be violating the(PDA).
Recent case: Kelly hadn’t worked for her employer for a full year when she gave birth and took six weeks of leave. During that leave, a female college student (who was not pregnant) performed her job. When Kelly called before six weeks were up and announced she was ready to return, she was informed her job had been filled.
Kelly sued, alleging.
The court said her case could go forward based on little more than the fact that Kelly had been pregnant, gave birth, wanted her job back and was replaced by someone who was not pregnant. (Codrington v. Carco Group, No. 13-CV-2780, ED NY, 2014)
Final note: Pregnancy-related discrimination is a new focus for many state and federal agencies these days.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Must we grant time off for employee to care for a grandparent?
- Here's a no-brainer: No charts predicting when female workers will get pregnant
- Ex-employees: Gone but not forgotten Courts' broader definition of 'employee' expands your liability
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