I need to work, but I need to take care of my family too.

Family Responsibility

& Caregiver Discrimination

The Barton Law Firm sues employers who discriminate against people who become parents or take time from work to care for their families. 

Here are legal citations and information you might find helpful:

There are two ways to discriminate: by disparate treatment and by disparate impact. Disparate treatment occurs when an employer treats an employee who belongs to a protected class less favorably than other employees. Disparate impact occurs when an employer has a neutral employment practice that falls more harshly on members of a protected class.

 

Federal:

29 U.S.C. Ch. 28 (Medical and Family Leave);

EEOC Proposed Enforcement Guidance on Unlawful Harassment;

Third Circuit Pattern Jury Instructions, Civil 10.0 (Family and Medical Leave Act);

Fifth Circuit Pattern Jury Instructions, Civil 11.22 (Family and Medical Leave Act);

Seventh Circuit Pattern Jury Instructions, Civil 10.1-10.2 (Family and Medical Leave Act);

Eighth Circuit Pattern Jury Instructions, Civil 14 (Family and Medical Leave Act);

Eleventh Circuit Pattern Jury Instructions, Civil 4.15-4.16 (Family and Medical Leave Act).

 

Washington State: 

RCW 49.12.265-49.12.295 (Industrial Welfare - sick leave, time off);

RCW 49.44.085 (Employees may pursue causes of action under RCW 49.60);

RCW 49.60.180 (Unfair Practices of Employers);

RCW 43.10.005 (Workplace Pregnancy Accommodations);

Hanson v. Hutt, 83 Wn.2d 195, 201, 517 P.2d 599 (1973);

WAC 162.30.020 (Pregnancy and childbirth);

Washington State Attorney General Guide to Pregnancy Accommodations

 

Seattle: 

 

SMC 14.16 (Paid Sick and Safe Time).