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Employer Handbook Posts for 09/12/2022
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The Employer Handbook by Eric B. Meyer

If you’re new to HR, check out this new EEOC pregnancy and pregnancy-related disability discrimination resource

Disability, Pregnancy
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Credit: Office of Commissioner Andrea R. Lucas

Late last week, as I enjoyed the FisherBroyles partner retreat (responsibly-ish) in Nashville, the U.S. Equal Employment Opportunity Commission released a new resource on pregnancy discrimination.

Spoiler alert: The Dallas Cowboys won’t make the playoffs this season resource doesn’t contain any game-changing new information about pregnancy and pregnancy-related disability discrimination. However, as the title of this post indicates, the EEOC has provided an excellent primer for less experienced HR professionals and those who could use a little refresher on the basics.

The resource begins with a basic summary of laws that protect pregnant employees (Title VII), including those with pregnancy-related disabilities (ADA). While intended as an overview, the EEOC does address some less common pitfalls, albeit ones that can create significant liability when employers mishandle them. Examples include having or choosing not to have an abortion, birth control (contraception), and confidentiality of medical records.

The EEOC also addresses harassment of workers because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth or because of a pregnancy-related physical or mental disability. Discrimination against working parents and others with caregiving responsibilities outside of work also violates Title VII, if based on sex. The EEOC explores this, as well as retaliation and interference with ADA rights.

The EEOC further emphasizes that pregnant workers and new parents may have additional rights under the Family and Medical Leave Act (FMLA). Plus, workers needing to express breast milk in the workplace may have rights under the Fair Labor Standards Act (FLSA). However, the U.S. Department of Labor’s Wage and Hour Division (not the EEOC) enforces these laws.

Finally, the EEOC has an interactive map of state laws that spells out which ones provide accommodations for pregnant workers, unpaid and paid job-protected leave, protections from discrimination, and additional rights regarding lactation.

For more information on pregnancy discrimination, check out these additional EEOC resources:


Want to be my law partner?

FisherBroyles is hiring!


Are you pondering a lateral move? I'll give you four reasons why you should consider my law firm, FisherBroyles, LLP
  1. FisherBroyles lawyers keep up to 80% of what they bill compared to the 33% or 35% of what you probably make in your current law firm role. At FisherBroyles, if your client pays a $10,000 invoice on work you perform, you get $8,000. It's as simple as that.
  2. It pays to collaborate. I work with dozens of my fabulous law partners. When we collaborate, the 80% is split between the person doing the work and the person who generated the client. That split is 48% to 32%. For example, I make $3,200 on every $10,000 invoice my client pays for work my partner performs. (My partner makes $4,800.)
  3. No billable-hour requirements, and you set your billing rates. If you want to continue to bill 2,000 hours, as you do currently, go for it! Me? I bill hundreds of hours less annually than I did at my previous firm, and I've more than doubled my income. Plus, the firm will not force you to raise your rates for clients. That's up to you.
  4. You'll be part of one of the fastest-growing law firms in the AmLaw 200. After joining the AmLaw 200 in 2020, FisherBroyles climbed the rankings in 2021, posting revenue growth of 29.3%, with consolidated fee revenue for 2021, of $136 million. The firm also increased its headcount by 18.5%. We have approximately 300 partners worldwide.
Does any of this sound good to you? We should talk. Perhaps, you are part of a team of attorneys exploring lateral options. We should talk. Please feel free to reach me confidentially. 
Call, text, or Signal: (202) 441-1424.
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How long has it been since your business has dusted off and updated its employee handbook?
With everything that's gone on recently, plus new legal changes in store for 2022, there is no better time to update it. My team and I can be of service.


If you'd like our help, please email me for more information.
Looking for a compliance trainer or a speaker for your next HR event? I come in two varieties, clean-shaven or Duck Dynasty. Click here for booking details.

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