Discrimination against employees because of their family care giving responsibilities is becoming a major issue for employers. Employers have been the subject of increasing, but not well understood, claims based on family responsibility discrimination (FRD) claims. These claims have been pursued under a variety of both federal and state laws, and have resulted in multimillion-dollar verdicts. Epstein Becker Green attorney Frank C. Morris, Jr., will help you understand how stereotypical thoughts about the work commitment and ability of employees with care obligations away from the workplace have led to costly claims. He will also address which proactive steps you can take to insulate yourself from FRD claims; how to provide a workplace that can attract and retain capable employees who also happen to have family responsibilities; and how you can create and implement a policy to prohibit FRD.
Agenda
Family Responsibilities Discrimination Overview
- Based on Negative Stereotype About the Work Commitment and Reliability of Employees with Family Care Obligations
- Increasing Diversity in the Workplace
- The Sandwich Generation Phenomena Requiring Employees to Care for Children and Parents
FRD Legal Claims
- Federal Laws Used for FRD Claims and Representative Cases
- State Laws Used for FRD Claims and Representative Cases
Preventing FRD
- Identifying Common FRD Problem Areas
- Creating and Publicizing Employer FRD Policies
- Key Elements of an FRD Policy
- Supervisor Training to Prevent FRD
Other Employer Benefits of an FRD Policy
- Recruiting Employees with Scarce Skills
- Retaining Trained Employees, and Saving the Cost and Disruption of Hiring Replacements
- Increasing Morale and Productivity
- Avoiding Costly and Disruptive Lawsuits
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