W2 Issues/Concerns


Blog

Check out our weekly blog posts and see the latest news and discussions happening in the HR world of business.

EEOC Comes Down on Pregnancy Discrimination

At this stage in the game, it is very well known that you simply cannot discriminate against an employee based on the grounds of pregnancy. However, it would seem some companies never learn!

In the latest case, Florida-based insurance firm Brown & Brown has been ordered by the Equal Employment Opportunity Commission (EEOC) to pay $100,000 and take “other remedial measures” after they rescinded a job offer to a woman mere minutes after she inquired about the company’s maternity benefits!

According to the EEOC lawsuit, the insurance broker made a written job offer to an applicant, and even went so far as to send her an employment agreement for a “personal lines technical assistant” position and propose a few potential start dates. However, after the employee affirmed her interest, she requested to speak with the department leader’s assistant about maternity benefits because she was pregnant. The assistant immediately advised the department leader of the applicant’s pregnancy and, mere minutes later, the applicant received an email from the company taking the job offer off the table on the grounds that it “had a very urgent need to have somebody in the position long term,” and adding that “we appreciate you telling us beforehand.”

The applicant subsequently logged a complaint with the EEOC, who then filed suit in a US district court after the insurance broker declined to participate in a pre-litigation settlement. Now, on top of the hefty fine, the company must also, as part of the consent decree, adopt and distribute a policy on pregnancy discrimination; train supervisors and HR personnel at all locations about gender discrimination, including pregnancy discrimination; and provide annual info to the EEOC during a two-year monitoring period concerning its handling of any or all pregnancy discrimination complaints.

Word to the wise: If an employee – or a candidate for that matter – announces their pregnancy, the only thing you can really offer is a hearty congratulations!

Post a Comment

Your email address will not be published. Required fields are marked *

HR Managers: Discover how to effectively tackle business challenges with a PEO
Small Business: Discover how Abel HR can help your business.

Featured BLOGS

  • Your Employees are the People in the Neighborhood

    Giving back to the community is an important aspect of being a business owner. In addition to encouraging your employees to support local causes, you can also give back in a significant way by supporting your employees who volunteer in the area, such as volunteer firefighters, first aid squad members and others. Did you know that having these employees as part of your business can actually boost your bottom line (and contribute to a more pleasant work environment)? Supporting employees who choose to volunteer can also make you a more attractive employer, opening your business up to a better caliber

  • How is the Cannabis Landscape Affecting HR?

    Thirty-three states and the District of Columbia have taken steps to decriminalize the use of marijuana. While 10 states—Alaska, California, Colorado, Maine, Massachusetts, Michigan, Nevada, Oregon, Vermont and Washington—and our nation’s capital have adopted laws legalizing recreational cannabis use, the other states have only loosened the laws to allow for the use of medicinal marijuana (see where your state stands on this interactive map). It should be noted, however, that marijuana use—even for medical purposes—remains illegal at the federal level (and federal laws trump state laws…more on that in a minute). While the data is a bit murky in terms

Archives

FSA | Commuter New Employee Abel Portal Time Clock