In our previous post, we began looking at a recent report which emphasized the failure of state medical boards to adequately address physician sexual abuse of patients. As we noted last time, statistics of physician abuse of patients and states’ handling of such situations are one thing, but evaluating the circumstances of an individual physician’s case are another.
Physicians, despite their contributions to the health of thousands of patients over the course of their careers, are fallible people who make mistakes. Not only are there personality quirks to speak of among physicians, but also sometimes lack of good judgment and, on occasion, poor character. As with any population of individuals, there is going to be a certain subset of the population which engages in wrongful, or even criminal, conduct.
Previously, we began looking at recent events suggesting the possibility that there may eventually be a move to require businesses to provide paid family leave for employees. As we’ve previously mentioned, the Family and Medical Leave Act does require businesses to provide job-protected leave, but businesses are not required to do paid leave. This is left to states and individual businesses.
Having time to take for one’s own health, or the health and well-being of family members, is critical for work-life balance, and there are laws in place to help ensure that employees do have the ability to take time for family and medical leave. At the federal level, there is the Family and Medical Leave Act as well as the Americans with Disabilities Act and the Pregnancy Discrimination Act.
Previously, we began looking at the topic of pregnancy screening in the job interview process. By pregnancy screening, we are referring to an employer’s attempt to ferret out job applicants who either are pregnant or who plan on getting pregnant in the near future. Most employers are wise enough to know they cannot do this openly, though some are surprisingly bold in their discrimination.
Sex discrimination in the workplace can come in various forms, and it isn’t always easy to tell whether treatment should be considered illegal discrimination. Illegal sex discrimination can take place in any aspect of employment, from hiring to termination and anywhere in between. Each phase of the employment relationship involves a different set of circumstances for potential discrimination.