Acting director of the EEOC’s Washington field office, Mindy Weinstein, did commend the cosmetics maker for its parental leave policy and flexible work arrangements, which it called “wonderful” (at least in their intent). However, Weinstein went on to add the caveat that "federal law requires equal pay for equal work, and that applies to men as well as women.”
In addition to the 1.1 million payout, Estee Lauder was required to administer its parental leave and return-to-work benefits in a manner that ensures equal benefits for male and female employees and uses sex-neutral criteria, requirements and process. Plus, the company is required to provide training on unlawful sex discrimination and allow the EEOC to monitor its practices.
Since the lawsuit, Estee Lauder implemented a new parental leave policy that provides all eligible employees, regardless of gender or caregiver status, 20 weeks of paid leave for child bonding and the same six-week flexibility period upon returning to work.
Call Alternative HRD!
As parental leave policies are becoming increasing popular, HR pros need to keep this in mind:
Not giving new fathers the same type of leave as new mothers to bond with a newborn or newly placed adopted or foster child can prove very costly.
Parental leave policies should not reflect presumptions or stereotypes about gender roles.
Do you need assistance with drafting a parental leave policy, creating a new one or building a handbook from scratch? If so, we can HELP! Contact us today at