Harrassment during Pregnancy
My daughter-in-law is about to have her first baby. Her employer is harrassing her in hopes that she will quit. The second-in-command admitted to her that the boss has it in for her. What rights does she have in this situation? She is in no condition to go job hunting.
2 answers | asked Jan 2, 2004 12:24 PM [EST] | applies to Texas
Answers (2)
Self Help
I suggest that your daughter-in-law first try to resolve the problem in-house. What would be best would be for her to visit with an employment lawyer and brainstorm about the most effective approach to try to get the matter solved without having to go to the EEOC. For example, it may be good for her to ask this second-in-command for suggestions on handling the problem. A face-to-face discussion with her boss would be good. And she should take notes. If that doesn't work to dispell the boss' problems, a nice letter assuring him/her that she loves her job, understands that there might be concerns about her desire to continue in her career, but assuring those folks that she is 100% dedicated to the job, etc. would be good too.
I generally recommend going to the EEOC only after making every reasonable effort to resolve the problem in-house. Of course, she must also keep an eye on the deadline: in Texas one has 180 days to file a "charge of discrimination" (this is the term used to describe the complaint of pregnancy-based harassment) under state law and 300 to file one under federal law. There is a website -- free -- www.workplacefairness.org -- that goes into detail on these deadlines.
Good luck to her!
posted by Margaret A. Harris | Jan 4, 2004 3:00 PM [EST]
I suggest that your daughter-in-law first try to resolve the problem in-house. What would be best would be for her to visit with an employment lawyer and brainstorm about the most effective approach to try to get the matter solved without having to go to the EEOC. For example, it may be good for her to ask this second-in-command for suggestions on handling the problem. A face-to-face discussion with her boss would be good. And she should take notes. If that doesn't work to dispell the boss' problems, a nice letter assuring him/her that she loves her job, understands that there might be concerns about her desire to continue in her career, but assuring those folks that she is 100% dedicated to the job, etc. would be good too.
I generally recommend going to the EEOC only after making every reasonable effort to resolve the problem in-house. Of course, she must also keep an eye on the deadline: in Texas one has 180 days to file a "charge of discrimination" (this is the term used to describe the complaint of pregnancy-based harassment) under state law and 300 to file one under federal law. There is a website -- free -- www.workplacefairness.org -- that goes into detail on these deadlines.
Good luck to her!
posted by Margaret A. Harris | Jan 4, 2004 3:00 PM [EST]
claim
Your daughter-in-law may have a pregnancy discrimination claim if she can prove that the company is trying to get her to quit because of her pregnancy. If she wishes to pursue this, she needs to file a charge of discrimination with the Equal Employment Opportunity Commission. They will do an investigation into the matter.
posted by Trey Henderson | Jan 2, 2004 11:23 PM [EST]
Your daughter-in-law may have a pregnancy discrimination claim if she can prove that the company is trying to get her to quit because of her pregnancy. If she wishes to pursue this, she needs to file a charge of discrimination with the Equal Employment Opportunity Commission. They will do an investigation into the matter.
posted by Trey Henderson | Jan 2, 2004 11:23 PM [EST]
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