Small Business and Family Discrimination
Here are 5 Key Steps To Protect Your Business
1. Ensure that the company’s employment handbook includes a policy against any forms of unlawful discrimination or harassment.
2. Evaluate the company’s attendance and leave policies and their implementation to ensure that they are not being offered or applied differently because of sex. In addition, caregivers (either male or female) should not be treated differently than non-caregivers.
3. Evaluate hiring and promotion practices to ensure that any criteria is job related and focused on business needs as opposed to outdated and false assumptions about commitment or productivity.
4. Ensure that employees with family responsibilities have the same opportunities to do high profile work or travel as other employees.
5. Train the company’s managers and supervisors about discrimination and harassment laws (in some states, like California, such training is mandatory) and explain that they must be respectful of employees’ individual circumstances. These mangers and supervisors should understand that it is never appropriate to make stereotypical or derogatory comments about pregnant workers or caregivers in general.
Disclaimer: The sole purpose of this article is to serve as points of discussion with your attorney and not as legal advice. It’s important to consult with your attorney to ensure your business is in compliance. Laws vary by state.
Related articles:
Small Business Absent Without Leave
Small Business Privacy vs. Security
Personality Tests for Hiring Candidates Unlawful?
Science Leads the Way to New Discrimination Law
