Johnson Controls, Inc. Policy Analysis

This paper explores three published articles that report on how many women lack job security when working while pregnant. Many are either denied the special accommodations or forced to quit their job. The Pregnant Worker Fairness Act (PWFA) is a bill currently pending in Congress, that would help to end any type of discrimination towards pregnant workers and ensure that they would be able to continue working to support their families. The articles all agree that the PWFA would put in place rules and guidelines for employers to follow that would help protect the job of the pregnant employee. Brown (2016) states that much has changed for women in the workforce during the last half-century, but treatment of pregnant workers remains frustratingly

It caused the economy to go down as close as the bottom. Thus, women who made up half of the population were no longer ignored. They were able to work, and therefore, helped to improve the economy. Even though women are able to work, they are excluded from most of benefits provided by their employers since most of those jobs are part-time and temporary. Not only do they not receive benefits like permanent employees, they are easily to get fire as well. These types of jobs have little regulations for female employees. Nevertheless, female full-time workers are no better than those part-timers. The author of Under The Bus and a labor law practiced person, Fredrickson admitted that those labor laws abandoned numbers of women. They do not get either paid or unpaid family leave, or even overtime benefits. They only receive limit paid sick leave and healthcare from their jobs. Some employers even drop the working hours in order to not giving out these benefits. The worse treatment that women suffer in addition to the above disadvantages is that they are obliged to go to work immediately after they give birth to their children. This is extremely ridiculous. It shows that employers do not concern about their employees’ health at all. Imagined how tiring it is to give birth and how much the newly born children need their mothers for feeding or taking care especially in poor families that could not even afford for nannies (2015). As a result, the labor laws that established to protect employees did not include women at all. Thus women still have limit access to those benefits that they supposed to get. Forcing women to work without thinking about providing those protections or advantages would not only affect their work performance, it also affects their family

Recently women’s rights and women’s equality in the workplace has come back to the fore as a topic for discussion in government agencies and the United Nations. Whilst this is a very important topic, when it comes to time off from work when a new child is born, women in the US have some provision, whereas men have none.

Writer of the article, Phillips, also uses cases Kelly had found over the years about the equal employment opportunities. More specifically, the upraise of the glass ceiling within global corporations such as Walmart. In 2010, this giant retailer had systematically barred qualified women from job opportunities open to men (Phillips, 2016). Preventing women from advancing in their career is an example of systemic discrimination which goes against the human rights legislation. Luckily, “EEOC regulations provide a path for women in less high-profile jobs to challenge discriminatory practices. In response to improper treatment, a woman can register a formal complaint with her Human Resources officer or with a local EEOC of HR response is unsatisfactory.” (Phillips, 2016). On the other hand, women know that jobs are scarce, thus, making complaints may be unpalatable. They fear that they may be laid off or terminated by questioning company regulations. For settlements to begin, employees must understand EEOC rules and most importantly, women need to have the courage to stand up for their rights.

Also, Troupe is considered an employee at will because she does not have an employment contract. The Pregnancy Discrimination Act does not allow Troupe to receive more special treatment than another employee, just because she is pregnant. However, she is protected by the Pregnancy Discrimination Act to receive the same rights as other individuals who are not pregnant. Troupe v. May Dep't Stores Co., No. 93-2523, UNITED STATES COURT OF APPEALS FOR THE SEVENTH CIRCUIT, 20 F.3d 734; 738 (7th Cir. 1994).

The best thing a company can do to protect itself from pregnancy discrimination litigation is to train all managers appropriately, particularly those who directly oversee employees. When it comes to creating policies that pertain to pregnancy, it is important for a human resource manager to acknowledge that pregnancy is to be treated as a temporary disability. Therefore, the type of accommodations that ought to be made should mirror those for related disabilities or illnesses. Likewise, rules that are imposed for temporary disabilities can also be imposed for pregnancy. The EEOC states that a pregnant employee cannot be singled out for special measures in an attempt to determine her ability to continue her work. Instead, management should wait

They sued the company for sex discrimination in inequality wages and promotion opportunities. Is Wal-Mart operating an efficient business practice or discriminatory practices towards the employees? The question will rise upon various perspectives from different individuals. Some individuals will support the idea of class action with the female employees. While the other people will disagree on the lawsuit. It only takes one voice to wake the public to rise and demand the government to adjust the distressed issue.

Chapter 8 Scenario 3. The employer that does not seriously consider an applicant because she is pregnant could be bypassing the best qualified candidate for the position. Certainly, there is optimism that times have changed sophisticated thinking in which pregnancy is no longer considered an illness. Albeit, pregnancy discrimination still exists as is demonstrated in Scenario 3. According to (Bennett-Alexander & Hartman, 2015, p. 381) “pregnant employees should be treated the same as any other employee who is temporarily unable to perform job requirements”. Indeed, the latter is making reference to only those job duties that the pregnant employee is unable to accomplish. Furthermore, the job tasks that the employee is able to achieve during the different pregnancy trimesters can be adjusted per her doctor’s instructions and what she is safely capable of doing. Moreover, the same treatment can be bestowed upon her as another employee with a back injury, broken leg, or carpal tunnel unless the pregnant employee brings a significant concern to management’s attention. Generally speaking, the best rule of thumb is to be understanding and error on the side of caution rather than make regrettable errors

“Since it was perfectly legal to discriminate on the basis of sex, there was no real comeback when employers simply said that no women need to apply (Collins 21). Madeline May was rebuffed by the editor from working at the Providence Journal because a woman was raped in the parking lot. Women, like May, were declined jobs or were offered jobs for short periods of time. Airlines only keeping women for short period of time so they didn’t have enough time to become dissatisfied and form a union left me in shock. Airlines hired women who fit their appearance requirements and were unmarried. Men have never been declined jobs because of their appearance or whether or they are married. There was no reason for women to be discriminated in these

Should a pregnant woman be treated as though she was injured on the job or one who participated in risky behavior over the weekend? These are the type of analogies put forth in one of the most high profile cases in the last twenty five years. This is the case of a Virginia woman who lost her job after announcing her pregnancy to her employer, United Parcel Service (UPS). The company denied her request for alternate duties during her pregnancy. The controversy stems on UPS’s policy to differentiate between being hurt on or off the job. While you are reassigned duties if you are hurt on the job, if you are hurt off the job, you are not. Pregnancy is treated as an off the job injury. Of serious note was the fact that they also heard from U.S. Solicitor General Donald Verrilli who stated that the US Government position has changed due to guidance issued by the Equal Employment Opportunity Commission (2014). Joining in support for the Virginia woman are two Democratic Senators Jeanne Shaheen of New Hampshire, and Bob Case of Pennsylvania. Together they created the Pregnant Workers Fairness Act, allowing women to be accommodated properly at her workplace without fear of retribution (2014). A ruling against the defendant is thought to pose a significant threat to health and prosperity of all working woman of child bearing

The main disadvantage companies have when it comes to hiring women is the uncertainty. When hiring a possible employee, man or woman, companies are prohibited by law to ask about possible family plans. Thus when companies try to hire the candidate who will do the most for the company, they most likely

According to the BBC News, on 9 March 2011, it was reported that the world’s largest retailer, Walmart, was claimed to be the defendant in a case alleging that it discriminated against its women employees. This contexts rose in the USA when six women staff were concerned that they and other women staff were paid less and had few opportunities to gain promotion as a consequence of their gender, while Walmart claimed that they treated all employees equally. Chris Kwapnowski, a 47-year-old Walmart employee had been working for Walmart for most of her working life. She had tried to get promotion several times but always missed out because fellow male workers with less experience were promoted ahead of her. She also noticed that she was ignored when it came to pay rises, unlike her male colleagues. Once, when she had occasion to query this, she was told that her male colleague had a family to look after, but she did not. She complained that it was unfair as she had put a lot of effort into her duties but got paid less than a young man who had worked less than her. There was another case of a Walmart female employee suffering discrimination. Betty Dukes, a customer-service worker, claimed that she was excluded from promotions, and pay rises as well. She also said that she was treated with ridicule by her manager, although her fellow male workers were not. Therefore, the case of female Walmart employees claiming discrimination was brought

Men and women have very different expectations and roles in the work force. In the past almost all corporations have discriminated against gender, especially women. Whether it is women not being allowed certain positions and/or promotions at a job, or women not being allowed into the field of work that they desire at all. Women have also been discriminated by being payed lower wage and made to work longer hours in unsafe and unhealthy work environments. Gender roles set expectations that are extremely incorrect. A woman is just as capable at any job that a man is and should not be discriminated against because of her gender.

There have been certain amendments made for American known as Disabilities Act.Which actually demand that the employers negotiate with their workers with medical complications from pregnancy. Although pregnancy can be viewed as a temporary barrier in a women’s career.And, sometimes it can jeopardize their position for the tops jobs being offered to them. But, pregnancy isn’t considered a disability due to the fact that employers don’t have to legally accommodate pregnant female workers for minor requests. It has been thought that women make 77 cents to every man’s dollar but, that’s a myth. Because, if you would adjust for vacation time and, the profession of choice. Statistics show that females make 91 cents to every man’s dollar. This is why this research essay will give you further details to why there’s inequality in the workplace towards women.

In a professional world ran predominately by male executives, women face adversity in the workforce all the time. Thanks to Title VII of the Civil Rights Act, The Equal Pay Act, The Family Medical Leave Act and The Pregnancy Discrimination Act the workforce for the professional woman has changed; however, there are still a few challenges women face. One of these challenges is a woman’s right to conceive.