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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

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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 pose a high risk for EEOC scrutiny, costly lawsuits, penalties, and fines for alleged sex discrimination.


 

Recently, JPMorgan Chase agreed to settle for $5 million after a male employee contended its parental leave policy was discriminatory against men. The employee was denied the 16 weeks off he requested per the company’s policy. The company contended that he wasn’t the primary caregiver so he should only get two weeks off instead. The settlement was a big wake-up call for employers who need to ensure that their workplace policies are gender-neutral in practice, not just on paper.

And, this isn’t the only big payout employers have made where parental leave policies have been put under the legal microscope. 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 that 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.

It’s critically important for employers to ensure that their 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.

Consider, too, that 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.

Join us on July 31, when Attorney Haylee 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!

Register now for clear guidance on when parental leave policies, pay practices, and other issues may create risk of EEOC scrutiny, costly lawsuits, penalties, and fines for alleged sex discrimination. 


About Your Presenter

Haylee 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.