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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 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 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 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 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

Danielle MooreDanielle Moore, Esq. 
Fisher Phillips LLP 

Danielle Moore, a partner with Fisher Phillips, represents and counsels employers in all aspects of labor and employment law, including preparation of employment handbooks, personnel policies, and management training and lectures on employment issues. She has experience litigating matters in state and federal courts, state administrative tribunals, and in arbitration.

Ms. Moore is “AV” Peer Review Rated Preeminent by Martindale-Hubbell and was named one of San Diego’s “Top Attorneys,” “Best of the Bar,” and one of the “Top 40 under 40 Best and Brightest Minds of San Diego.” She was also a 2016 finalist for San Diego Magazine’s “Woman of the Year.” 

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