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Parental Leave, Pregnancy, and Pay: When There’s High Risk of EEOC Scrutiny, Costly Lawsuits, Penalties and Fines ‘Based on Sex’ - On-Demand

Parental Leave, Pregnancy, & Pay: When There’s High Risk of EEOC Scrutiny, Costly Lawsuits, Penalties & Fines 'Based on Sex' - On-Demand

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Parental Leave, Pregnancy, and Pay: When There’s High Risk of EEOC Scrutiny, Costly Lawsuits, Penalties and Fines ‘Based on Sex’ - On-Demand

Webinar now available On-Demand.


WEBINAR SNAPSHOT: Learn when parental leave policies, pay practices, and other issues pose a high risk for EEOC scrutiny, costly lawsuits, penalties, and fines for alleged sex discrimination.



The recent EEOC lawsuit against Estee Lauder for its paid parental leave policy has probably got many organizations scrambling to review their parental leave policies. In a recently filed lawsuit, the EEOC alleges that the cosmetics giant automatically provided male workers who just became fathers with lesser parental leave benefits than female employees who had just become new mothers.

Estee Lauder probably thought it was doing the right thing by adopting a parental leave policy so new parents could bond with their children, by offering flexible return-to-work benefits after baby-bonding leave had expired. However, the problem was in how the return-to-work benefits were implemented. The EEOC reported that new mothers were entitled to an additional six weeks of paid leave for additional time off whereas new fathers only got two weeks of additional paid time off.

The case has thrust the issue of sex discrimination back into the national spotlight and serves as an important reminder that you must ensure that leave policies and corresponding pay practices don’t discriminate against employees on the basis of sex—a clear violation of Title VII of the Civil Rights Act of 1964.

Not all organizations have paid parental leave policies. A study by the Society for Human Resource Management (SHRM) found that only 17% of employers offer paid parental leave. The tendency is to provide it to the mother, but the case against Estee Lauder was brought by a father who argued he intended to be primary caregiver.

How can you ensure your policies and practices don’t spark Title VII liability on the basis of sex? Use this on-demand webinar to find out. Our presenter, a skilled employment attorney, will walk you through the many—and some potentially surprising—ways sex discrimination claims may arise as a result of your leave, pay, or other policies.

You’ll learn:

  • Do’s and don’ts for drafting parental leave policies—paid or unpaid— for baby bonding or other family-based commitments 
  • How to make sure your paid or unpaid parental leave policies, while generous, are also equitable and don’t spark EEOC scrutiny 
  • How to spot “red flags” concerning benefits related to parental leave 
  • Examples of paid or unpaid parental leave, pay, and benefits policies that comply with EEOC guidance and where they may result discrimination claims on the basis of sex 
  • And much more! 


Get clear guidance on when parental leave policies, pay practices, and other issues pose a high risk for EEOC scrutiny, costly lawsuits, penalties, and fines for alleged sex discrimination.

About Your Presenter:

Miranda WatkinsMiranda Watkins, Esq.
Associate
Fisher Phillips LLP

Miranda Watkins is an associate in the Fisher Phillips San Diego office. Her practice includes counseling and defending employers in all areas of labor and employment law. Before joining Fisher Phillips, Ms. Watkins worked as an associate attorney for a national law firm, focusing on employment and general civil litigation matters. During law school, she served as a law clerk for an administrative law judge at the U.S. Equal Employment Opportunity Commission (EEOC). There, her work focused solely on federal employment discrimination matters.

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