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Parental Leave, Pregnancy, & Pay: When There’s High Risk of EEOC Scrutiny, Costly Lawsuits, Penalties & 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

Product Code: YEWA031819D

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

Webinar now available On-Demand.


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


 

 
In 2018, Estee Lauder paid out a staggering $1.1 million settlement in response to allegations that it had unfairly discriminated against new fathers through its parental leave policy. In the lawsuit, the Equal Employment Opportunity Commission asserted that the cosmetics giant provided male workers who had just become new fathers with lesser parental leave benefits than female employees who had just become new mothers.

The costly settlement underscores the importance of ensuring that parental leave and return-to-work policies are based on sex-neutral criteria to minimize the risk of sex discrimination claims under Title VII of the Civil Rights Act of 1964.

 Right now, parental leave is being granted by more employers than ever before. In 2015, just 25 percent of workplaces had policies in place granting time off for new parents. Yet, in 2018, about 40 percent of workplaces were offering parental leave, according to Mercer’s 2018 Survey on Absence and Disability Management. With more employers aiming to align employees’ needs with their paid time off policies, now is the time to learn the compliance pitfalls to avoid when drafting and enforcing parental and pregnancy leave policies.

Use this on-demand webinar when Attorney Halyee Saathoff of Fisher Phillips LLP will walk you through the many—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 and 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 how they avoid discrimination claims on the basis of sex
  • And much more!

 

About Your Presenters

Halyee SaathoffHaylee Saathoff, Esq.
Associate
Fisher Phillips LLP 

Haylee Saathoff is an associate in the San Diego office of Fisher Phillips LLP. She advises and defends employers in all aspects of employment law and litigation, including wrongful termination, discrimination, harassment, wage and hour claims, and other employment-related matters. Her  experiences give her a keen insight into employer needs and make her an effective and compelling advocate for her clients.

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