I have a feeling Mr. Nadler is going to be pretty tired. But, let’s see what this is all about. Continue reading
Yesterday’s post was all about the breadth of the Pregnancy Discrimination Act (PDA). We addressed a situation in which a plaintiff alleged that her employer fired her for seeking an abortion. The court concluded that, if true, the employer’s actions would have violated the PDA.
(The employer ultimately prevailed on the PDA claim because it had a non-discriminatory reason for firing the plaintiff.)
Today, let’s shift focus to accommodations under the PDA. Continue reading
A Louisiana woman claimed that, back in September 2017, she told her employer that she had become pregnant and that she was planning on having an abortion. The woman then alleged that, during her time off from work, the company violated the Pregnancy Discrimination Act (PDA) by firing her.
Let’s assume that the company did fire her for getting an abortion. Does that violate the PDA? Continue reading
I’ll be the first to admit that, if I were watching this video in real time, I would have missed it.
A Chicago Cubs fan flashing what the team determined was an ‘offensive hand gesture associated with racism’ on live tv. That fan has since been banned from Wrigley Field, where the Cubs play their home games. Continue reading
I live and work about 100 miles northeast of Baltimore, MD.
I don’t have my finger on the pulse of everything that’s going on in the Charm City. However, I do know that the City’s 50th mayor, Catherine Pugh, had a bad run there at the end. She resigned on May 2, which was about a week after the FBI and IRS conducted multiple raids relating to her business affairs. You can read all about it here.
The purpose of today’s post is not to pile onto Ms. Pugh. Instead, I want to focus on another related separation of employment and a lesson for your workplace.