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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: 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.

Estee Lauder is in the hot seat with the Equal Employment Opportunity Commission (EEOC) for its paid parental leave policy. In a newly 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 moms.

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. But, the policy raised eyebrows at the EEOC for how it was 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.

But, how can you ensure your policies and practices don’t spark Title VII liability on the basis of sex? Use this webinar on-demand today. 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 and enforcing paid and unpaid leave policies for baby bonding or other family-based commitments
  • How to spot “red flags” concerning equal pay for equal or comparable work
  • Case law examples illustrating when employers have goofed by enacting and enforcing pay and benefits policies that inherently discriminated against members of the workforce on the basis of sex
  • And more!

About Your Presenter:

Adam F. SloustcherAdam F. Sloustcher
Fisher Phillips LLP

Adam Sloustcher of Fisher Phillip LLP’s San Diego office represents employers in all aspects of labor and employment litigation, including employment discrimination, wrongful termination, harassment, retaliation, and wage-hour lawsuits and workplace violence injunctions. He has experience litigating Title VII discrimination claims in state and federal courts, before state administrative tribunals, and in arbitration. He also counsels clients and develops specifically tailored strategies to help minimize the risk of discrimination-related litigation and investigations. As part of this effort, Mr. Sloustcher designs workplace antidiscrimination policies and assists in coordinating internal investigations of discrimination claims. He also conducts on-site training sessions to help reduce legal risks and educate managers and supervisors.

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