We're celebrating 10 Days of Membership! Today's Gift: $20 off your professional membership with promo 10DAYS20OFF
Training, policies and tools to help HR prevent and respond to harassment claims.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Develop your HR competencies and knowledge in-person in 12 U.S. cities or virtually.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Like the United States and many other nations, Japan outlaws discrimination against pregnant women at work.
But that law has been routinely ignored, advocates for women say. Being told to clean out your desk because you’re pregnant may be illegal, but it happens. Even more frequent are workplace demotions. (PRI)
Here in the U.S., we still hear stories like this:
A professor sued a Christian university in the Pacific Northwest after she was fired for being pregnant out of wedlock, while an AutoZone employee reached a settlement with the company over a pregnancy discrimination claim in California. (SHRM Online)
As a result, the EEOC’s chairwoman is tackling pregnancy discrimination head-on.
After a high-level executive with a 2-year-old son told her manager she was trying to get pregnant, the manager said a pregnancy could interfere with her job responsibilities, and two weeks later demoted her to a position that paid less and had no supervisory duties. The EEOC concluded that the demotion’s timing and the manager's actions were unlawful. (SHRM Online)
Here are some things you never, ever say to a pregnant worker:
With pregnancy discrimination claims growing at a faster rate than any other protected category, it’s critical that managers know what comments and behavior to avoid when dealing with workers who are expecting. (SHRM Online)
Here’s more on the Pregnancy Discrimination Act.
Discrimination on the basis of pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination under Title VII, which covers employers with 15 or more employees, including state and local governments. Title VII also applies to employment agencies and to labor organizations, as well as to the federal government. (SHRM Federal Resources)
Dana Wilkie is an online editor/manager for SHRM.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Five key facts about High-energy visible (HEV) a.k.a. “blue light”
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 3,200 companies