@Victoria
L.H
erring,www.H
erringLaw.com
Managing Gender, Pregnancy
and Family Responsibilities in the
Workplace
Victoria ...
@Victoria
L.H
erring,www.H
erringLaw.com
Sources of Responsibilities
Local Ordinances
State Law
Federal Law
Other: contrac...
@Victoria
L.H
erring,www.H
erringLaw.com
Local Ordinances
Local Ordinances: Chapter 216 requires
local human/civil rights ...
@Victoria
L.H
erring,www.H
erringLaw.com
Iowa Law
Chapter 216, Iowa Code
Protection from sex/gender discrimination
familia...
@Victoria
L.H
erring,www.H
erringLaw.com
Protection from disability discrimination
[association with disabled persons]
FML...
@Victoria
L.H
erring,www.H
erringLaw.com
Federal Protections
Title VII, Civil Rights Act of 1964
Pregnancy Discrimination ...
@Victoria
L.H
erring,www.H
erringLaw.com
Other Sources
U.S. & Iowa Constitution: Equal
Protection
Common law claims [contr...
@Victoria
L.H
erring,www.H
erringLaw.com
EEOC Enforcement Guidance: 2008
Discrimination against Caregivers
may amount to d...
@Victoria
L.H
erring,www.H
erringLaw.com
Stereotyping [even if benevolent]
assumptions about who should/should
not be a ‘c...
@Victoria
L.H
erring,www.H
erringLaw.com
Family & Medical Leave Act
public employers and employers of
>50 employees
includ...
@Victoria
L.H
erring,www.H
erringLaw.com
Eligible: employed for >12 months
and >1,250 hours in previous 12
month period
Em...
@Victoria
L.H
erring,www.H
erringLaw.com
eligible employees entitled to take up
to 12 work weeks of unpaid leave
annually
...
@Victoria
L.H
erring,www.H
erringLaw.com
for FMLA-approved reasons
childbirth and care
placement for adoption, foster
care...
@Victoria
L.H
erring,www.H
erringLaw.com
“serious health condition” of
employee making him/her unable to
perform functions...
@Victoria
L.H
erring,www.H
erringLaw.com
Employee to be returned to
employment
return to original job
return to an equival...
@Victoria
L.H
erring,www.H
erringLaw.com
USERRA enacted in 1994; FMLA
enacted in 1993
USERRA requires reemployed service
m...
@Victoria
L.H
erring,www.H
erringLaw.com
2008 Amendment to FMLA: NDAA
January 2008 Amendment: a “spouse, son,
daughter, pa...
@Victoria
L.H
erring,www.H
erringLaw.com
ISSUES
Telecommuting and Off-Site work
Issues: wage & hour, OSHA, ADA,
discrimina...
@Victoria
L.H
erring,www.H
erringLaw.com
Leaves of Absence & Absence Policies
non-discriminatory application of
policies
p...
@Victoria
L.H
erring,www.H
erringLaw.com
Work Schedules
flexible: ‘flex time’
work/life balance issue
Gen X, Gen Y, Millenia...
@Victoria
L.H
erring,www.H
erringLaw.com
Family Friendly Workplace Policies
flexibility
Child Care, Transportation
Stereoty...
@Victoria
L.H
erring,www.H
erringLaw.com
adding family responsibilities
discrimination to antidiscrimination
policies in p...
@Victoria
L.H
erring,www.H
erringLaw.com
reviewing criteria for hiring and
promotion to see if they disadvantage
employees...
@Victoria
L.H
erring,www.H
erringLaw.com
examining hiring, attendance, leave,
compensation, and promotion policies to
make...
@Victoria
L.H
erring,www.H
erringLaw.com
Develop non-discrimination, harassment
and retaliation policies
written, clear
pr...
@Victoria
L.H
erring,www.H
erringLaw.com
Family & Employee Friendly work
environment
support flexibility of schedules, task...
@Victoria
L.H
erring,www.H
erringLaw.com
looking objectively at what types of
employees are doing what types of work in
th...
@Victoria
L.H
erring,www.H
erringLaw.com
Managing Gender, Pregnancy and
Family Responsibilities in the
Workplace:
a matter...
@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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Managing Gender Issues in the Workplace

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Managing Gender Issues in the Workplace

  1. 1. @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
  2. 2. @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
  3. 3. @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
  4. 4. @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
  5. 5. @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
  6. 6. @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
  7. 7. @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
  8. 8. @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
  9. 9. @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
  10. 10. @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
  11. 11. @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
  12. 12. @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
  13. 13. @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
  14. 14. @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
  15. 15. @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
  16. 16. @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
  17. 17. @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
  18. 18. @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
  19. 19. @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
  20. 20. @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
  21. 21. @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
  22. 22. @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
  23. 23. @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
  24. 24. @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
  25. 25. @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
  26. 26. @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
  27. 27. @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
  28. 28. @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
  29. 29. @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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