Teacher fired for premarital sex (1 Viewer)

[JRead2]

Facts About Pregnancy Discrimination

The Pregnancy Discrimination Act amended Title VII of the Civil Rights Act of 1964. Discrimination on the basis of pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination under Title VII, which covers employers with 15 or more employees, including state and local governments. Title VII also applies to employment agencies and to labor organizations, as well as to the federal government. Women who are pregnant or affected by pregnancy-related conditions must be treated in the same manner as other applicants or employees with similar abilities or limitations.
Title VII's pregnancy-related protections include:

• Hiring An employer cannot refuse to hire a pregnant woman because of her pregnancy, because of a pregnancy-related condition, or because of the prejudices of co-workers, clients, or customers.
• Pregnancy and Maternity Leave An employer may not single out pregnancy-related conditions for special procedures to determine an employee's ability to work. However, if an employer requires its employees to submit a doctor's statement concerning their inability to work before granting leave or paying sick benefits, the employer may require employees affected by pregnancy-related conditions to submit such statements.
  If an employee is temporarily unable to perform her job because of her pregnancy, the employer must treat her the same as any other temporarily disabled employee. For example, if the employer allows temporarily disabled employees to modify tasks, perform alternative assignments, or take disability leave or leave without pay, the employer also must allow an employee who is temporarily disabled because of pregnancy to do the same.
  Pregnant employees must be permitted to work as long as they are able to perform their jobs. If an employee has been absent from work as a result of a pregnancy-related condition and recovers, her employer may not require her to remain on leave until the baby's birth. An employer also may not have a rule that prohibits an employee from returning to work for a predetermined length of time after childbirth.
  Employers must hold open a job for a pregnancy-related absence the same length of time jobs are held open for employees on sick or disability leave.

Based upon the way I interpreted the story, this is all irrelevant. She wasn't fired for being pregnant. She was fired for fornication (adultery; premarital sex). I think the school was justified, and I support them 100%. My job doesn't allow smoking on their property. Smoking isn't illegal, but they don't allow it on the property. If I smoke on their property, I could be fired. I accept that, and choose to work here anyway.

EDIT: Let me add that, while I feel the school was justified in the firing, they should NOT have told everyone the details of the firing. That should have remained private.

 

[FullMonte]

Right. It's not HIPPA (both schools and employers are usually exempt, double-whammy there), it's the Civil Rights Act of 1964, specifically Title VII.

You cannot discriminate against a pregnant woman any more than you can against a certain race, etc. The law (as amended in 1979) specifically forbids discrimination against pregnant women REGARDLESS OF MARITAL STATUS.

That's true, but I don't think she was fired because she was pregnant. She was fired because she engaged in premarital sex.

 

[superchuck500]

I still think all the hiring that comes from pre-marital sex far outweighs the few firings.

I know of about four or five guys that got their whole careers because they knocked up their girlfriend and went to work for her dad.

 

[Taurus]

The only people who have access to that info are the school nurse and the child's teacher. I know that schools are covered with a confidentiality clause as solid as a doctors and we can get sued for releasing that information. The reason that is done is that there is a list given at the beginning of the year to each teacher telling your students medical concerns. Usual ones are asthma and diabetes. That way if something is happening to a child we know and can deal with it asap for the safety of the child.

These questions were about my wife and her medical history. How long did she carry, were there problems with the birth/pregnancy, did she breastfeed, etc.

 

[dtc]

Correct, then you get into whether there is direct or indirect evidence that the reason for the termination was race.

Can you fire someone for being stupid?

I've got an annoying little putz we hired a couple months ago to clean up and run errands and at $15 per hour he's all jacked up about paying too much in taxes.

Hell, he's done.