Compliance Materials Aid Battle Against Pregnancy Discrimination

According to the EEOC, Pregnancy discrimination complaints are on the rise. Between 1992 and this year, complaints increased by 65%. Part of that increase is due to the increase in the number of women with infants who work…but not all of it.


Employers can ensure that their companies don’t become the target of pregnancy discrimination claims by properly training supervisors, having strong HR policies, and using an FMLA Administrator Kit.


Many issues regarding pregnancy discrimination can be addressed by properly administering FMLA. Under the federal Family and Medical Leave Act or FMLA, employees are entitled to up to 12 weeks of unpaid leave for a variety of serious health conditions, including pregnancy.


In addition, the Pregnancy Discrimination Act requires that employers not discriminate against pregnant employees. The employer cannot Continue reading

2009 Labor Law Posters

Every employer should take a few minutes to update his or her labor law posters.


The 2009 labor law posters involve a number of changes that affect virtually every employer.  The EEOC or Equal Employment Opportunity Commission has issued a new 2009 labor law poster that updates laws on what is considered a disability under the Americans with Disabilities Act, or ADA.


The USERRA (Uniformed Services Employment and Reemployment Rights Act) regulations have also been updated, requiring a new 2009 labor law poster.


A number of states will increase the minimum wage Continue reading

2009 Americans with Disabilities Act Guidelines

The U.S. Equal Employment Opportunity Commission or EEOC recently  issued a comprehensive question-and-answer guide that clarifies performance and conduct issues under ADA, the Americans with Disabilities Act.


The document addressing a wide variety of problems, is available in its entirety at


Under Title I of the Americans with Disabilities Act, and Section 501 of the Rehabilitation Act , employment discrimination against qualified individuals with disabilities is prohibited.


However, the ADA and Rehabilitation Act generally do not impinge Continue reading