GETTING LAID OFF WHILE ON MATERNITY

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You need to get ahold of a lawyer asap, there is some recourse for them doing it while on maternity leave, even short term disability I don't think they can do that. That is like the lowest thing a company could do to someone, just goes to show you they don't care about anyone, get a lawyer that will sue for big money and they just get 1/3 for taking your case and you have no up front fees, sue the bastards!
 








So you're protected because you got knocked up - something that can't happen to a guy - and were out on maternity when the company goes through layoffs, you get a free pass on the cuts? Sounds like that policy discriminates against men as they do not have the opportunity to seek the protections of maternity leave..... Isn't America great?
 
















Anonymous said:
They have to let you finish the disability and then they terminate you. They can not terminate your STD (which is what you are on).
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The policy states that if you are terminated while on STD, your STD ends on your termination date. If you went on STD after you were notified that you were to be displaced, your STD ends on your termination date. How convienant for NPS to save money and ruin families and lives.
 
















Anonymous said:
The policy states that if you are terminated while on STD, your STD ends on your termination date. If you went on STD after you were notified that you were to be displaced, your STD ends on your termination date. How convienant for NPS to save money and ruin families and lives.
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It depends on the state that you live in. Some states say that you can not be terminated while on STD. In some states if an employee went out on STD today they are not terminated on February 8th. They are entitled to their STD.
 








Anonymous said:
So you're protected because you got knocked up - something that can't happen to a guy - and were out on maternity when the company goes through layoffs, you get a free pass on the cuts? Sounds like that policy discriminates against men as they do not have the opportunity to seek the protections of maternity leave..... Isn't America great?
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If you shoot a 7+ pound baby out your penis and then breast feed it for several weeks, then you get to have the free pass. Until that happens - shut up!
 








I prefer to let them enjoy their maternity leave, then fire them when they return. Preferably their replacement (a man or a woman of non childbearing potential) will already be up and running by then.
 








NVS can terminate you by eliminating your position; but if the EEOC got involved, they would have the burden of proof to show that you would have been terminated regardless of your status at the time the terminations take place.

Being out under FMLA or STDL only increases the risk that NVS takes in terminating you. This is obviously a company willing to take on significant risk, so good luck!

If you really think there is a problem, take a look at the following links:
http://www.eeoc.gov/
http://www.eeoc.gov/field/index.cfm
http://www.eeoc.gov/employees/charge.cfm

Here is an excerpt from their website:
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered.

The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

Authority & Role
The EEOC has the authority to investigate charges of discrimination against employers who are covered by the law. Our role in an investigation is to fairly and accurately assess the allegations in the charge and then make a finding. If we find that discrimination has occurred, we will try to settle the charge. If we aren't successful, we have the authority to file a lawsuit to protect the rights of individuals and the interests of the public. We do not, however, file lawsuits in all cases where we find discrimination.


If the EEOC finds there may be wrongful termination involded in your termination; they will sue NVS on behalf of you without charging you a dime!
 








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