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Don’t Ever Say This to a Pregnant Employee
HR Stories From The Front Lines*
Most people have good intentions, especially when accommodating the needs of a pregnant employee. Unfortunately, making recommendations for pregnancy leave without being asked for them can get you in hot water.*
Read on (Opens in a new window) to learn how one employer mishandled this delicate situation and how you can avoid doing the same.
(*These incidents really happened; but names and other details have been changed.)
Stay Up to Date on the Latest Employment Legal Updates
Do you have an HR question keeping you up at night?
The following question was submitted to our HR Professionals in the past month …Question #1
We are planning to install video surveillance in the workplace. Is posting a sign in the workplace considered sufficient notice of the surveillance to employees?Question #2
We have an employee who has an extreme case of psoriasis and works in our deli department. Her skin condition makes it difficult for her to work around food due to health and safety requirements of the grocery store and deli. We have engaged in the interactive process with this employee, but none of the accommodations have worked. We even offered to switch the employee’s schedule so she can work the overnight shift in the warehouse instead of her usual day shift in the deli department. Do you have any other suggestions?
Every company has one, a difficult employee to deal with. They are late, insubordinate, poor performers and, well…just bad! To add insult to injury, you attempt to discipline this employee by writing her up. During your discussion, the employee exclaims, “I’m not signing that, it’s not true and I don’t agree with it!”
How should you handle this issue?
You stop the meeting and shred the write up. What’s the point, she won’t sign it.
Terminate the employee for not signing the write up. That’s insubordination.
Write in “Refused to Sign” and date on the employee signature line. The disciplinary action is valid and in force.
This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.
