New and Expectant Mothers in the Workplace: Granting Time Off, Return to Work Accommodations, and More

New and Expectant Mothers in the Workplace Webinar Recording

Nearly half of the U.S. workforce is comprised of women, and out of that group, roughly 80 percent are or will become mothers. With these substantial numbers, it's probable that your organization will have a new or expectant mother in the workplace at some point. With the number of lawsuits filed by new moms on the rise over the past decade, it's crucial for you to know your obligations so you don't find yourself on the losing side of a discrimination lawsuit.

Consider these recent cases:

• A national computer company paid $625,000 in damages to a woman who was subjected to increased scrutiny and hostility after returning from maternity leave despite her positive reviews and exceptional performance record.
• A sales manager was awarded $1 million after alleging that her employer failed to promote her because she had kids.
• A school psychologist with terrific performance reviews was denied tenure after becoming a mom.

So is your organization prepared to reasonably accommodate expectant and new mothers? If you're not sure, the results can be costly. From breastfeeding to schedule adjustments, you must be up-to-date on the latest regulations that affect your accommodation practices so you can keep your employees happy and your organization in compliance.

Participate in this interactive webinar, and you'll learn:

• How to make the return-to-work process a smooth one, from communicating with the new mother about her plans for coming back to work to granting additional time off
• An overview of employment claims expectant and new moms have made so you don’t repeat the same mistakes
• Your obligations under FMLA and the ADA, including time off provisions for serious health conditions
• Scheduling and administrative concerns you should be prepared to address
  - Part-time or reduced schedule status
  - Job-sharing
  - Flex-time
  - Telecommuting
• What constitutes a reasonable amount of break time to express breast milk under the Patient Protection and Affordable Care Act
• How to ensure the space provided for expressing breast milk is legally acceptable
• Tips for training managers and supervisors so they adequately address expectant and new mothers’ requests for accommodations
• What you should never say to expectant or new moms at work
• And more!

In just 90 minutes, you'll learn the best practices for accommodating expectant and new mothers at work. Register now risk free.

This webinar was recorded on Wednesday, April 18, 2012

New and Expectant Mothers in the Workplace: Granting Time Off, Return to Work Accommodations, and More

About Your Speaker:

Attorney Tiffany S. Fordyce is an associate in the Chicago office of Greenberg Traurig LLP. She concentrates her practice on commercial litigation, with an emphasis on labor and employment. Her employment litigation practice includes all types of discrimination and retaliation claims, wage and hour claims, trade secret infringement claims and WARN Act defense. Ms. Fordyce has worked on class actions in many different areas of the law. Her general litigation experience includes breach of contract, real estate, copyright and trademark infringement, civil rights defense, unfair competition claims and defense of consumer rights claims.