Baby on Board:
HR, Pregnancy & Accommodating Moms
Expectant employees can bring excitement to the workplace – but also raise a lot of questions in HR. Plus, a recent Supreme Court precedent requiring light-duty accommodations has made the pregnancy analysis even more complex. You MUST consider:
- How to accommodate the employee's physical limitations
- How you should handle leave requests
- Discipline and discharge issues
- When you can require the employee to return
- Accommodations after the employee returns
Pregnancies can set into motion a complicated mix of responsibilities and risks for your organization. Recent pregnancy discrimination cases have resulted in high-profile, enormous awards against employers – including a $185 million jury verdict against a company. Every HR professional needs to get up to speed on the latest laws, court rulings and best practices for accommodating expectant and new parents.
This recording will help you discover how to properly handle challenges such as:
- How to navigate the array of laws and legal requirements – including the Pregnancy Discrimination Act (PDA), the Americans with Disabilities Act (ADA), and the Family and Medical Leave Act (FMLA) – as well as recent federal agency activity regarding their enforcement
- The type of pregnancy-related ailments (morning sickness, etc.) that are considered FMLA "serious conditions" or ADA "disabilities"
- How to avoid pregnancy-bias claims during recruiting and hiring
- "Reasonable" accommodation for pregnant employees and new mothers in light of the new Supreme Court decision
- Real-world scenarios on sick leave, light-duty assignments and lactating employees that you can apply to your own workplace right away
- The 6 best practices on pregnancy-related issues that will keep you out of court
Now is a CRITICAL time to avoid mistakes with pregnant employees! The EEOC announced in its new Strategic Enforcement Plan that they're ramping up their focus on pregnancy discrimination. The EEOC recently filed a string of pregnancy discrimination lawsuits against employers … and there's no sign the agency is slowing down.
Lara de Leon – a partner with the employment law firm Constangy, Brooks, Smith & Prophete – will train you and your supervisors on how to do the right thing and stay out of court! Get your copy of Baby on Board now.
Pat DiDomenico, Editorial Director
P.S. Your satisfaction is unconditionally guaranteed. If Baby on Board fails to meet your needs, we will refund every penny you paid – no hassles, no questions asked.
Baby on Board
About Your Speaker:
Lara de Leon is a partner with the employment law firm Constangy, Brooks, Smith & Prophete. Her extensive legal career has involved representing companies of all sizes, across many industries, in all aspects of employment law. Lara has successfully defended clients in the courtroom, before administrative agencies, and on appeal. In addition to litigation, Lara has spent her two-plus decades of experience partnering with clients to counsel them through complex issues involving discrimination, retaliation, accommodation, and wage and hour compliance. Lara has also developed a passion for guiding clients through high-stakes matters involving pay equity, harassment, leave of absence and accommodations. Lara is licensed in both California and Texas, and is Board Certified by the Texas Board of Legal Specialization.
The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.