Corporate Birth Control - don't let the door hit you on your way out.

[kickysnana]

My neice-in-;aw, a graphic artist for a company, by women for women, is due the first week of July. Yesterday her employer, because they are self-insured, notified her that the day she leaves to have her baby she is fired and her insurance stops at the end of that month.

On the upside she has the possibility of a great job with benefits (but will not cover this pregnancy) and much more money the problem is her new town home is in St Paul and the job is in an extreme exurb on the other side of the Twin Cities. She is hoping to be able to do 3 days at home a week.

[dpbrown]

1. Doesn't the FMLA cover that?

Just wondering.

[dflprincess]

2. How is this legal?

n/t

[Lydia Leftcoast]

3. Yes, she needs to see a labor rights attorney

Employers cannot discriminate against an employee who becomes pregnant.

[electron_blue]

4. Yes, they can. Many Americans still not covered. (link)

The FMLA only applies to 'large' employers. Here's all the details.
http://www.dol.gov/dol/allcfr/ESA/Title_29/Part_825/29CFR825.104.htm

[kickysnana]

5. Thanks for the link n/t

[dflprincess]

6. They may not be covered by FMLA but I don't think it's legal to fire an employee

because they're pregenant or just gave birth. Per the Minnesota Department of Human Rights website

http://www.humanrights.state.mn.us/rights_yours.html

The Human Rights Act, Minnesota's comprehensive civil rights law, declares that certain types of differential treatment are unfair discriminatory practices.

With limited exceptions, the following actions constitute a violation the Human Rights Act:

In Employment...

...when, because of race, color, creed, religion, national origin, sex, marital status, sexual orientation, status with regard to public assistance, disability or age:

Employers refuse to hire, ]discharge, or discriminate with respect to benefits or conditions of employment];

The employment provisions limit collection and use of information about disabilities; require many employers to make reasonable accommodations for disabilities; require equitable treatment of pregnancy - related conditions; prohibit sexual harassment; and prohibit interference with pension rights.