Tuesday, November 27, 2007
What Are Management Attorneys Saying About FRD?
In addition to a number of teleconferences sponsored by such groups as Lorman, West LegalEd, ALI-ABA and the Labor & Employment Section of the ABA featuring management employment attorneys’ articles are starting to stream in. One such article, Family Responsibilities Discrimination: Making Room at Work for Family Demands, recently came across my e-mail. The author, Daniel J. Finerty, an attorney at Krukowski & Costello S.C., in Milwaukee, correctly points out the FRD is here to stay. Employees’ family responsibilities have changed dramatically in the last 30 years. Many families are dual income households with both men and women taking responsibilities for child and/or elder care. Accordingly, employers’ views about family and work need to evolve with the times or they will face significant liability for FRD claims. Finerty lays out a number of excellent suggestions for preventing FRD claims that are based on many of the things employers already do to prevent other types of employment claims such as training, modifying existing employment policies and basing decisions on objective criteria.
I am interested in reading more FRD articles written by employers or management employment attorneys and in hearing what employers are doing to prevent FRD in their workplaces. If you are aware of any articles or prevention strategies, please pass them on.
Center for WorkLife Law