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Thread: Help workplace drama

  1. #11
    Join Date
    Jul 2007
    Posts
    399

    Default Re: Help workplace drama

    I agree with pp. I would also add the many benefits of breastfeeding - including that you are at work MORE because your baby is sick LESS than FF babies

    Here is a link that I sent my supervisor and his supervisor to explain why it's best that we continue breastfeeding:

    http://www.oregon.gov/DHS/ph/bf/working.shtml

    Maybe you could forward to your supervisor? It must be hard for her because she can't have children, but she should NOT take it out on you. If this harrassment continues, I would definitely contact a lawyer These are your personal medical issues - not fodder for office gossip!
    Clara Ann from 6/27/07 to 7/2/09

  2. #12
    Join Date
    Nov 2006
    Location
    Durham, NC
    Posts
    723

    Default Re: Help workplace drama

    "Booby juicing it"?!!!??!!!!

    The comments need to stop. What you choose to do on your breaks is your business and no one elses.

    1. Confront the person or person's directly.
    2. Send a formal complaint to HR.

    However, keep in mind some moms have to make up the time they miss for pumping. That is legit, but the harrassing comments are unacceptable.

    From the EEOC website
    http://www.eeoc.gov/types/harassment.html

    Harassment
    Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA).

    Harassment is unwelcome conduct that is based on race, color, sex, religion, national origin, disability, and/or age. Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under these laws; or opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws.

    Petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of illegality. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people.

    Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance. Harassment can occur in a variety of circumstances, including, but not limited to, the following:

    The harasser can be the victim's supervisor, a supervisor in another area, an agent of the employer, a co-worker, or a non-employee.
    The victim does not have to be the person harassed, but can be anyone affected by the offensive conduct.
    Unlawful harassment may occur without economic injury to, or discharge of, the victim.
    Prevention is the best tool to eliminate harassment in the workplace. Employers are encouraged to take appropriate steps to prevent and correct unlawful harassment. They should clearly communicate to employees that unwelcome harassing conduct will not be tolerated. They can do this by establishing an effective complaint or grievance process, providing anti-harassment training to their managers and employees, and taking immediate and appropriate action when an employee complains. Employers should strive to create an environment in which employees feel free to raise concerns and are confident that those concerns will be addressed.

    Employees are encouraged to inform the harasser directly that the conduct is unwelcome and must stop. Employees should also report harassment to management at an early stage to prevent its escalation.

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