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Managing Gender Issues in the Workplace

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Victoria Herring
Victoria Herring

This is a presentation given in 2008 on the topic of "Managing Gender, Pregnancy & Family Responsibilities in the Workplace"

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@Victoria L.H erring,www.H erringLaw.com Managing Gender, Pregnancy and Family Responsibilities in the Workplace Victoria L. Herring www.herringlaw.com Des Moines, Iowa August 1, 2008 page 1 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com Sources of Responsibilities Local Ordinances State Law Federal Law Other: contract and tort law and remedies page 2 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com Local Ordinances Local Ordinances: Chapter 216 requires local human/civil rights agencies in cities of >29,000 population see website of Iowa Civil Rights Commission for city ordinances http://www.state.ia.us/government/crc/index.html page 3 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com Iowa Law Chapter 216, Iowa Code Protection from sex/gender discrimination familial status discrimination [housing and credit]; marital status [credit] gender identity & sexual orientation [effective July 1, 2007] local ordinances in ~ 10 cities had similar protectionspage 4 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com Protection from disability discrimination [association with disabled persons] FMLA protection ADA protection [& Chapter 216] page 5 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com Federal Protections Title VII, Civil Rights Act of 1964 Pregnancy Discrimination Act Americans with Disabilities Act Equal Pay Act Family & Medical Leave Act Uniformed Services Employment & Reemployment Rights Act [USERRA] page 6 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com Other Sources U.S. & Iowa Constitution: Equal Protection Common law claims [contract, tort] page 7 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com EEOC Enforcement Guidance: 2008 Discrimination against Caregivers may amount to disparate treatment discrimination on an illegal basis sex/gender race [& race + sex/gender] disability page 8 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com Stereotyping [even if benevolent] assumptions about who should/should not be a ‘caregiver’ assumptions about whether men can/ should be caregivers Familial status is not protected under employment law page 9 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com Family & Medical Leave Act public employers and employers of >50 employees including employers of >50 employees within 75 miles of the worksite Employee must be eligible for coverage under the FMLA page 10 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com Eligible: employed for >12 months and >1,250 hours in previous 12 month period Employee provides verbal notice of need Employer must notify employee of FMLA rights/responsibilities and notify whether leave will count against annual FMLA entitlement.page 11 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com eligible employees entitled to take up to 12 work weeks of unpaid leave annually need not be consecutive workweeks may be intermittent in some situations Note, new FMLA amendment [NDAA] extends the amount of guaranteed leave to up to 26 work weeks page 12 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com for FMLA-approved reasons childbirth and care placement for adoption, foster care “serious health condition” of immediate family members broadly defined, illness involving inpatient care or continuing heath care treatment page 13 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com “serious health condition” of employee making him/her unable to perform functions of position new [NDAA]: a 5th trigger for FMLA leave, because of “qualifying exigency” because spouse/child/parent of employee is called to or on active duty page 14 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com Employee to be returned to employment return to original job return to an equivalent job with equivalent pay, benefits and terms and conditions use of FMLA leave cannot result in lost benefits previously due page 15 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com USERRA enacted in 1994; FMLA enacted in 1993 USERRA requires reemployed service members receive all benefits of employment as if had been continuously employed, including leave under FMLA except short term compensation, accrued paid vacation The USERRA Effect on FMLA page 16 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com 2008 Amendment to FMLA: NDAA January 2008 Amendment: a “spouse, son, daughter, parent, or next of kin” may take up to 26 workweeks of leave to care for a “member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise on the temporary disability retired list, for a serious injury or illness” new triggering event for FMLA leave Servicemember Family Leave: to 26 weeks of job protected leavepage 17 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com ISSUES Telecommuting and Off-Site work Issues: wage & hour, OSHA, ADA, discrimination, tax issues, confidential information and trade secrets, worker compensation, privacy Benefits: morale, cost savings, retention of employeespage 18 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com Leaves of Absence & Absence Policies non-discriminatory application of policies pregnancy, abortion, childbirth military personnel page 19 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com Work Schedules flexible: ‘flex time’ work/life balance issue Gen X, Gen Y, Millenials page 20 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com Family Friendly Workplace Policies flexibility Child Care, Transportation Stereotyping issue FMLA Protection page 21 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com adding family responsibilities discrimination to antidiscrimination policies in personnel handbooks educating supervisors about what constitutes caregiver discrimination evaluating and disciplining to encourage adherence to non-discriminatory policies Best Practices page 22 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com reviewing criteria for hiring and promotion to see if they disadvantage employees with family caregiving responsibilities incorporating training about the stereotypes and assumptions that underlie FRD* into existing diversity training, or providing stand-alone training on the topic, and [*family responsibility discrimination] page 23 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com examining hiring, attendance, leave, compensation, and promotion policies to make sure they are free from biased standards page 24 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com Develop non-discrimination, harassment and retaliation policies written, clear prohibit discrimination, harassment and retaliation clear reporting procedures; effective dispute resolution systems training & evaluation of wowrkers and supervisors on the issuepage 25 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com Family & Employee Friendly work environment support flexibility of schedules, tasks support personal involvement in community page 26 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com looking objectively at what types of employees are doing what types of work in the company: if the most important work and most desirable assignments include only non-caregivers such as women without children and men who either don’t have children or who have someone at home to take care of family work, that may signal FRD. page 27 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com Managing Gender, Pregnancy and Family Responsibilities in the Workplace: a matter of common sense page 28 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005
@Victoria L.H erring,www.H erringLaw.com Thank You. page 29 @ Victoria L. Herring, www.Herringlaw.com [2005] created 2005

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