Archive for Americans with Disabilities Act

Pregnancy discrimination happening at tax funded Planned Parenthood

Posted in EEOC, Planned Parenthood and Pregnancy Discrimination, Planned Parenthood Employee, Planned Parenthood employee sues, Planned Parenthood former employee, Planned Parenthood hiring with tags , , , , , , , , , , , , , , , , on December 24, 2018 by saynsumthn

Report: Planned Parenthood discriminated against pregnant employees

Planned Parenthood

Planned Parenthood staffers are exposing the organization’s abysmal treatment and discrimination against its pregnant employees. The details, published by the New York Times in a stunning exposé, reveal that Planned Parenthood “employers saw accommodating expecting mothers as expensive and inconvenient. Others were unsympathetic to workers seeking special treatment.”

“A dozen lawsuits filed against Planned Parenthood clinics in federal and state courts since 2013 accused managers of denying workers rest periods, lunch breaks or overtime pay, or retaliating against them for taking medical leave,” the New York Times states.

The shocking report reveals how negatively Planned Parenthood viewed pregnant staffers.

The former human resources manager, who requested anonymity, said that executives assumed that when a pregnant worker brought in a doctor’s note, it was an excuse to work less. People who took sick days were perceived as lacking commitment.

Image: New York Times' article on how Planned Parenthood treats pregnant employees

New York Times’ article on how Planned Parenthood treats pregnant employees

The Times spoke to more than a dozen current and former staffers and organizers of the Office and Professional Employees International Union, which accused the abortion corporation “of sidelining, ousting or otherwise handicapping pregnant employees,” and found that:

  • Managers discriminated against pregnant women and new mothers.
  • A pregnant PP staffer was fired weeks after giving birth. Another fired the day she returned from maternity leave.
  • Managers ignored a pregnant staffer’s doctor’s note recommending frequent breaks, asked her to delay maternity leave, and pressured her to return back early. Others had to work long hours with few breaks.
  • Managers declined to hire pregnant job candidates.
  • Supervisors openly debated whether candidates were likely to get pregnant in future, preferring those who were not.

 

Image: Screen from New York Times article on Planned Parenthood

Screen from New York Times article on Planned Parenthood

According to current and former employees in California, Texas, North Carolina, and New York, “[M]anagers in some locations declined to hire pregnant job candidates, refused requests by expecting mothers to take breaks and in some cases pushed them out of their jobs after they gave birth,” in clear violation of the Family and Medical Leave Act (FMLA), which “provides certain employees with up to 12 weeks of unpaid, job-protected leave per year.”

READ: BOMBSHELL: Former employee sues Planned Parenthood for discrimination after cancer diagnosis

Planned Parenthood reportedly “declined to hire one pregnant woman and to promote one new mother.”

A former hiring manager at a Planned Parenthood in California said that when internal promotions came up, supervisors openly debated whether candidates were likely to get pregnant in the near future and preferred those who were not…The former manager said her colleagues felt they couldn’t afford to promote someone only to lose them for several weeks.

Under the Pregnancy Discrimination Act (PDA):

  • An employer cannot refuse to hire a woman because of her pregnancy related condition as long as she is able to perform the major functions of her job. An employer cannot refuse to hire her because of its prejudices against pregnant workers….
  • [A]n employer that allows temporarily disabled employees to take disability leave or leave without pay must allow an employee who is temporarily disabled due to pregnancy to do the same.
  • Employers must hold open a job for a pregnancy related absence the same length of time that jobs are held open for employees on sick or temporary disability leave.
  • If an employee is temporarily unable to perform her job due to pregnancy, the employer must treat her the same as any other temporarily disabled employee…
  • [I]mpairments resulting from pregnancy (for example, gestational diabetes) may be disabilities under the Americans with Disabilities Act (ADA)…

The Act also…

  • [F]orbids discrimination based on pregnancy when it comes to any other aspect of employment, including pay, job assignments, promotions, layoffs, training, fringe benefits, firing, and any other term or condition of employment.

Despite many documented abuses, including pregnancy discrimination, Planned Parenthood is granted over $500 million a year in taxpayer subsidies, millions of which flow from the Federal Title X family planning program.

Those Title X requirements state:

Grantees and sub-recipients are obligated to establish and maintain personnel policies that comply with applicable Federal and State requirements, including Title VI of the Civil Rights Act, Section 504 of the Rehabilitation Act of 1973, Title I of the Americans with Disabilities Act, and the annual appropriations language. These policies should include, but are not to be limited to, staff recruitment, selection, performance evaluation, promotion, termination, compensation, benefits, and grievance procedures.

READ: Has the media been caught in Planned Parenthood’s web of lies?

Right on cue, when asked about this behavior, Planned Parenthood leadership either denied the validity of a particular claim or stated that it was “investigating the allegations.” This is a common response the abortion corporation employs with abortion-friendly media, a strategy exposed seen after Live Action caught Planned Parenthood lying about retraining staffers following an undercover investigation.

Image: Excerpt of NYTs article on how Planned Parenthood treats pregnant employees

Excerpt of NYTs article on how Planned Parenthood treats pregnant employees

Planned Parenthood masquerades as a women’s health care organization, yet despite netting large profits, it appears from Wen’s statement above that Planned Parenthood has thus far not offered its pregnant employees paid maternity leave.

As a result, staffers like Marissa Hamilton, employed at a Colorado Planned Parenthood, created a Go Fund Me page due to “financial strain” after her baby was born prematurely.

Image: Pregnant Planned Parenthood employee Go Fund Me page

Planned Parenthood Colorado employee’s Go Fund Me page

Planned Parenthood’s leadership allegedly looked down on pregnant employees who were reportedly “scared to tell managers they were pregnant.” In desperation, one employee pretended “they were not planning on having children or were gay or single.”

Live Action News has previously documented the discrimination accusation of a former Planned Parenthood employee alleging that her employer made it difficult for her to take medical leave when she was diagnosed with cervical cancer. Planned Parenthood settled that case out of court.

Live Action’s investigations have exposed the true face of Planned Parenthood and recently revealed that abortion, not prenatal care, is the primary “service” Planned Parenthood offers to pregnant patients. Is it any wonder that an organization which profits from ending the lives of over 320,000 preborn babies every year by abortion would treat pregnant staffers so poorly?

This article is reprinted with permission. The original appeared here at Live Action News.

Mom of Down Syndrome son”How many parents have been this lucky?”

Posted in Down Syndrome with tags , , , , , , , , , , , , on January 11, 2016 by saynsumthn

I have never, ever regretted that he was born with an extra chromosome. He’s exactly the way he is,” those are the words of the loving mother of a Down syndrome son who was recently featured in a Texas paper. Women who are told their preborn child has Down syndrome are often pressured into an abortion, something advocates of these precious people call a horrible and violent form of discrimination.

Shelley and COnnor Moore

Over the Christmas holiday, the Ft Worth Star Telegram did a feature on mother Shelley Moore which brought me to tears. The love that this 50 year-old single mother has for her 20 year-old son jumped off the pages as I read through the Telegram’s report. It was apparent that the reporter was also moved by the love between son Conner David Moore, who not only has Down syndrome but heart issues and autism and his mother and described it this way, “[Shelley] changes her son’s diaper, feeds him and talks to him in a loving language that only the two of them fully understand.

Connor is the love of my life,” Shelley told the paper. Connor has had four open heart surgeries and three pacemakers. Despite the fact that Connor requires 24 hour care, his mother calls him “such a joy to be around everyday.” The American Airlines flight attendant who also calls her son a “special little gift” said her job gives her the flexibility to spend lots of time with Connor.

    “Parenting a special-needs child is not an easy task. It takes every ounce of your being.

    “… What this precious boy gives to me is far beyond anything I could have dreamed of. For the most part, I have forfeited my social life to be Conner’s everything — simply because he is my everything. My only child, the circle of life ends here for us.”

Shelley told the paper that there is a lot of work involved in having a child like Connor. She gets up and goes to sleep on his schedule and refers to Connor as “God’s little angel.” The mother who said she did the story because she wanted, “to help other parents, single or not, to be encouraged about the job you have been given and the reward that comes with that job,” called the time she has had with Connor “borrowed time from God.” Connor faces some serious heart issues but Shelley said they have seen many “medical miracles.”

Shelley Moore said that she considers herself lucky to have her Down syndrome son Connor, “I have never, ever regretted that he was born with an extra chromosome. He’s exactly the way he is,” Moore told the Telegram reporter.

    “If I could wave a wand and make Conner different, I would not even consider it.”

    “This boy is beautiful. I see God in him every single day. How many parents have been this lucky?”

According to the Center for Disease Control ( CDC) Down syndrome remains the most common chromosomal condition diagnosed in the United States. Each year, about 6,000 babies born in the United States have Down syndrome. This means that Down syndrome occurs in about 1 out of every 700 babies.

A 2012 academic review of published literature on pregnancy termination following a prenatal diagnosis of Down syndrome in the United States found that between 60 and 90 percent of fetal Down syndrome diagnoses lead to abortion. As a result, pro-lifers in Ohio have pushed lawmakers to make it illegal for a doctor to perform an abortion if a woman is terminating her pregnancy to avoid having a baby with Down syndrome. The New York Times reports that in 2013, North Dakota made it illegal for a doctor to perform an abortion because of fetal genetic anomalies, including Down syndrome. Indiana and South Dakota considered similar laws in 2015. Missouri is set to consider such a law in 2016.

According to the public research group Charlotte Lozier Institute there are no requirements to track abortions as a result of a fetal diagnosis of Down syndrome within the United States. Mark Bradford, president of the Jérôme Lejeune Foundation USA, named after the father of modern genetics, which researches Down syndrome, says that 2015 research also published in the American Journal of Medical Genetics claims the population of those living with Down syndrome has been reduced by 30% between 1974 and 2010 due to prenatal diagnosis and abortion. A new blood test, which can predict if a preborn child will have Down syndrome earlier in the pregnancy has led many to fear that preborn Downs babies will become even more vulnerable to being aborted.

Bradford points out that prenatal testing may result in babies who are not Downs being aborted as well. The 2012 study shows that 67% of those who choose to abort a child with Down syndrome in the U.S. are aborting an otherwise “wanted child” solely because of the result of a prenatal diagnosis, and because they fear what the future may bring. In addition, according to Bradford, research reports indicate that some women are using the early Downs blood tests to make the decision to end their pregnancy without having the result confirmed. Bradford called the targeting of Down syndrome children with abortion the most horrible and violent form of discrimination:

    “Whatever the statistical realities may be, the number of those who choose abortion after a prenatal diagnosis is far too high. It should be none. To paraphrase the recently deceased disabilities rights activist, Dr. Adrienne Asch, the only thing prenatal diagnosis can provide is a first impression of who a child will be. Making such a radical decision as to end the life of a child based upon a first impression is a most horrible and violent form of discrimination. It has no place in an American society that is committed to ending discrimination in any form and that has intensified that effort for persons with disabilities over the last 25 years since the signing of the Americans with Disabilities Act in July 1990.”

(Read the Ft Worth Star Telegram report here.)

Planned Parenthood loses suit to ex employee who says she was fired because she was disabled

Posted in Planned Parenthood disability, Planned Parenthood Employee, Planned Parenthood employee sues with tags , , , , , , , on July 12, 2012 by saynsumthn

Former Planned Parenthood employee wins lawsuit in Benton County
BY MICHELLE DUPLER, TRI-CITY HERALD
Published: July 12, 2012

After an eight-year battle, a former Planned Parenthood employee won a lawsuit in Benton County alleging that the organization fired her because of a disability.

Shannon Sharp worked for Planned Parenthood of Central Washington as a regional manager before being diagnosed with degenerative arthritis in her neck and back that required ongoing medical treatment, her attorney Mike Saunders of Seattle told the Herald.

Her neck and back pain sometimes made Sharp unable to perform all of her job functions, and her lawsuit alleged that Planned Parenthood fired Sharp rather than provide reasonable accommodations.

Planned Parenthood — now Planned Parenthood of Greater Washington and North Idaho — claimed in court that it fired Sharp because of her performance.

The lawsuit was filed in 2004, but Washington’s anti-discrimination law was unsettled for several years because of court battles and legislative changes, Saunders said.
The case finally came to trial in June, and a jury on June 27 awarded more than $136,000 to Sharp after finding that she was fired because of her disability.

Read full story here:

Planned Parenthood is the largest abortion clinic chain in the nation. As part of their defense of child killing in the womb, Planned Parenthood says that abortions are acceptable if the child is going to be disabled. Is it any wonder why they would then be so cruel to oe of their own disabled employees?