Compliance Stuff

Dad-of-seven will go to jury on  religious  discrimination. This sounds like the kind of thing that might happen to a woman, but this time it (allegedly) happened to a man. A devout Catholic man (we'll call him "Dad") was hired as a sales rep, and during his employment, he and his wife had seven kids. Presumably not all at once. DAD AND HIS BIG, HAPPY FAMILY. Dad apparently had an outstanding work record. He shared with his boss, "VP 1," his religious beliefs,  which I assume included that he and his wife did not believe in using artificial contraception. Dad applied twice for promotion to regional manager and was turned down both times. Each time, the person selected had prior management experience, and Dad did not, so the company may have chosen the most qualified candidate. That is legal, right? To hire the most qualified candidate, even if the rejected candidate is also qualified? Absolutely. Except for one thing.  After each decision, VP 1 allegedly told Da...

  A (not so) perfect cluster. Happy new year, everybody. During the holidays, a federal judge in Wisconsin ruled  that an employee’s pregnancy discrimination claim will go to a jury. The plaintiff (we’ll call her “Katy”) was a vice president of operations and had been with the employer in that and other capacities for 20 years. Apparently she got good reviews, promotion to VP, an incentive bonus, and all was swell. In April 2019, Katy began  in vitro  fertilization treatment that failed. She let the Chief Executive Officer (we’ll call him “Biff”) know about it. She apparently had another IVF procedure that same year. That also failed. Biff seems to have been supportive, and made some accommodations to her during this time. Then, in December 2019, Katy decided to give the IVF a third go. She told Biff that this time, she and her husband were going to use an egg donor and “that she would be undergoing another procedure in January 2020.” Two members of Katy's work team ...