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Posts Tagged ‘pregnancy’

EEOC’s New Enforcement Guidance On Pregnancy Expands Interpretation of Existing Law

Posted on: July 22nd, 2014

By: Amanda McCallum Cash

After a 3-2 vote, on July 14, 2014, the EEOC issued its first Enforcement Guidance on pregnancy in over 30 years. While the new guidelines cover a number of pregnancy-related topics that all employers should consider, two hot topics in the recent Guidance are (1) light duty for pregnant employees and (2) health insurance coverage for contraception.
For employers, the EEOC’s newly issued Guidance on light duty for pregnant employees is particularly noteworthy because many employers currently have policies providing light duty for employees only if they are injured on the job or are disabled within the meaning of the Americans with Disabilities Act. According to the EEOC’s recent Guidance, however, employers may violate the Pregnancy Discrimination Act if they do not change these policies. The Guidance provides that employers should provide light duty to pregnant employees to the same extent it is granted to other employees who are “similar in their ability or inability to work.” The Guidance is seen by many as a requirement to provide “reasonable accommodations” to non-disabled, pregnant employees.

Notably, the Supreme Court will take up a similar issue in its next term in Young v. United Parcel Service and determine the extent to which an employer must accommodate a pregnant, but non-disabled employee. In light of the impending decision by the Supreme Court, many have questioned the timing of the EEOC’s Guidance, as the Supreme Court’s decision could quickly overwrite the EEOC’s Guidance on this topic.

In another sharply criticized move, the EEOC’s Guidance also warns employers that they may violate Title VII if they provide health insurance coverage that excludes coverage of prescription contraceptives. Because contraceptives are only available for women, the EEOC’s position is that a health insurance plan excluding contraceptives is discriminatory. As many are aware, however, in Burwell v. Hobby Lobby Stores, Inc., the Supreme Court recently held that a private, closely held corporations could refuse to provide contraception coverage if it violated religious beliefs. Although the EEOC acknowledges this decision in a footnote, it sidesteps how the Burwell decision would affect the EEOC’s interpretation of this issue.
While these two topics in the Guidance have garnered significant attention thus far, the EEOC’s Guidance on pregnancy touches on numerous other issues that may impact employers’ workplace policies. Employers would be wise to review the entirety of the EEOC’s Guidance on pregnancy and consult with legal counsel about any changes that may need to be made to workplace policies and practices. Please check back for additional analysis and updates on the EEOC’s new Enforcement Guidance on pregnancy.

EEOC to Continue Focus on Systemic Discrimination

Posted on: November 5th, 2012

By: Ben Mathis

Over the last few years, in both formal policy statements and in many public presentations, the EEOC has emphasized that it’s investigative and litigation focus is on cases involving “systemic discrimination.” In other words, the EEOC has focused on cases where there are “widespread” or “institutional” discriminatory practices. Most often, the EEOC has been very aggressive in cases concerning facially neutral policies which it believes have a discriminatory effect on minorities and individuals in protected classes or in cases where statistical evidence shows that the outcome in hiring or termination cases suggests a practice and pattern of discriminatory decisions. In this regard, the EEOC’s recent interpretive guidance regarding the use of background checks in hiring, released last April, is a concrete example of its efforts to address common employer practices which the EEOC contends lead to a “systemic” discriminatory hiring practice.

The EEOC now has taken another significant step toward implementing its systemic initiative with release of a new “Draft Strategic Enforcement Plan.” The SEP reemphasizes that the EEOC’s “number one” priority will be on systemic recruiting and hiring discrimination. The SEP notes that the EEOC believes it is better positioned to bring claims alleging systemic discrimination than private attorneys because of the EEOC’s access to data and documents regarding hiring and recruiting throughout the country. The EEOC says that it will be taking particular interest in common hiring and recruiting tools such as pre-employment tests, background screens and date of birth screens in online applications.

This renewed emphasis on systemic hiring, and the EEOC’s clear directive that it will devote significant resources to the effort, is clearly a reaction to last year’s Supreme Court decision of Wal-Mart v. Dukes, which ruled that class action bars in arbitration agreements may be enforceable. Many employers following Dukes have instituted arbitration provisions which require all employees to forego civil lawsuits and bring any claims, including class claims, in arbitration instead of court. Thus, the SEP recognizes that the Plaintiff’s attorney bar may well lessen, or in many instances, abandon systemic class claims because they may be subject to a class action bar.

The practical effect of the SEP is that employers can expect to see even more requests from the EEOC for additional information that focus on overall hiring and termination practices. These requests often include statistical information that seems far broader than might be expected in a single employee case and are being seen in many cases where a charging party does not even make such a “class” allegation. In addition, the EEOC expressly has stated that it will begin opening nationwide investigations, with offices from Georgia and the southeast cooperating with other offices in an effort to identify what it believes is systemic discrimination. There is little doubt that the EEOC will continue to increase its “company-wide” investigations.

The SEP also provides for new and additional areas of focus of the EEOC in the coming years, including protecting immigrant and migrant workers in disparate pay, segregation and discriminatory practice claims, and “emerging issues” including ADA issues and coverage of lesbians, gays, bisexuals and transgender individuals under Title VII’s sex discrimination provisions. The EEOC also will increase focus on pregnancy related issues, including refusing accommodations to pregnant women that may be offered to other employees.

Overall, the SEP provides a road map for what employers can expect in the near future with respect to both investigation and litigation. The SEP also likely will result in even bigger changes on the local level for your area EEOC office, because it directs all district offices to develop their own plans by March 31, 2013, identifying their own enforcement priorities. Charges that fall within the national and district plans will then be given “priority” and will be investigated with more emphasis and resources.