Family responsibility discrimination
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Discrimination, our practice area related to family responsibility discrimination
Federal, state and local anti-discrimination laws prohibit workplace discrimination based on an employee's race, sex, religion, national origin, pregnancy, age, or disability. Employees working in the District of Columbia and other localities are also protected from discrimination based on their sexual orientation, family responsibilities, personal appearance, matriculation, or political affiliation. These laws protect employees from discrimination with respect to all terms and conditions of their employment, including hiring, compensation, promotion, treatment on the job, and termination. These laws also bar employers from making employment decisions based on stereotypes or assumptions about the abilities, traits, or likely performance of individuals because of their sex, race, age, religion, or ethnic group, or disability. -
Family and Medical Leave, our practice area related to family responsibility discrimination
The Family and Medical Leave Act (FMLA) provides a means for employees to balance their work and family responsibilities by taking unpaid leave for certain reasons. The FMLA provides an entitlement of up to twelve weeks of job-protected, unpaid leave during any 12-month period for the certain reasons. -
Harassment in the Workplace, ALI-ABA Course of Study
This chapter provides an overview of harassment employment law claims under Title VII and Section 1981, with an emphasis on sexual and racial harassment claims, and a briefer presentation of concurrent state civil rights remedies. -
Scaling the Maternal Wall
Until recently, this treatment-which working mothers are all too familiar with-was not recognized as unlawful gender discrimination. Employers who allowed biases about women's ability to balance home and work infect their employment decisions were often let off the hook, especially if a woman plaintiff couldn't compare her treatment to that of men in similar positions at her workplace-as is often the case in smaller or female-dominated businesses. However, thanks to some recent court cases, this form of discrimination is finally becoming recognized as illegal.
Although the term is new, "family responsibilities discrimination" (FRD) has long interfered with the progress of millions of working women who care for children, or elderly or ill family members. As Joan Williams, a leading expert in the field of women and work, and director of the Center for WorkLife Law at University of California Hastings College of the Law, explains, "Family responsibilities discrimination, especially against mothers, is pervasive. While the glass ceiling still exists, most women hit the "maternal wall" long before they ever hit the glass ceiling."