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The Pregnancy Discrimination Act remains the primary tool for addressing pregnancy discrimination. The growth in these claims indicates the need for employers to become knowledgeable about preventing, responding to and understanding the basis of pregnancy discrimination claims. Employers must recognize and deal with myriad situations -- from hiring to discipline and termination -- in which its response to an employee's pregnancy can inadvertently lead to liability for violation.
November 17, 2004 at 12:00 AM
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The original version of this story was published on Law.Com
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A large and well-established Tampa company is seeking a contracts administrator to support the company's in-house attorney and manage a wide...
We are seeking an attorney to join our commercial finance practice in either our Stamford, Hartford or New Haven offices. Candidates should ...
We are seeking an attorney to join our corporate and transactional practice. Candidates should have a minimum of 8 years of general corporat...
MELICK & PORTER, LLP PROMOTES CONNECTICUT PARTNERS HOLLY ROGERS, STEVEN BANKS, and ALEXANDER AHRENS