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Estée Lauder to Pay $1.1 Million Over Paternity Leave Discrimination Suit

By The Fashion Law

Estée Lauder has settled the lawsuit filed against it last August by the U.S. Equal Employment Opportunity Commission (“EEOC”), which accused it of discriminating against men by giving them less paRead full story

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  • I remember writing about this case last August when the suit was first filed. I think this country has a long way to go to unpack our assumptions around gender norms and childcare. So much data points to the fact that everyone gains when men are allowed to take equal paternity leave.

  • I’m surprised they didn’t change their policy earlier. Our HR attorney was pretty clear that if we wanted to categorize a leave as child bonding time as compared to surgical leave that we needed to match our paternity policy, which we did. The more you think about it, it’s the right thing to do and not

    I’m surprised they didn’t change their policy earlier. Our HR attorney was pretty clear that if we wanted to categorize a leave as child bonding time as compared to surgical leave that we needed to match our paternity policy, which we did. The more you think about it, it’s the right thing to do and not just for legal purposes. That time for a family is pretty important so giving somebody a few extra weeks is reasonable.

  • There is a standard HR practice of differentiating between medical leave for a birth parent and everyone else. Any departure is clear cut discrimination and frankly sort of foolish in the company. Parental leave is instrumental in helping parents eventually return to work and as a pure GDP play, it is

    There is a standard HR practice of differentiating between medical leave for a birth parent and everyone else. Any departure is clear cut discrimination and frankly sort of foolish in the company. Parental leave is instrumental in helping parents eventually return to work and as a pure GDP play, it is insanely good public economic policy. Surprised they didn’t get stung for more.

  • My thoughts are that it is important to distinguish between the bonding needed after welcoming a child into the family (which all parents need) and recovery from childbirth (which only certain people need).

  • Julie Zerbo's The Fashion Law website is the absolute best place for this sort of coverage this side of Women's Wear Daily (and without the paywall).

    Julie almost singlehandedly got the FTC to wake up to the influencer-advertising market and covers the ins-and-outs of the legal side of the fashion business like no other.

  • I love how Scandinavian countries such as Norway and Denmark have thrown the book on these archaic HR policies and created a system that works for them, enough so, to put them on the list of best places to live in the world, with benefits such as a year long Parental Leaves.

  • So much irony here. Where does one start ...

  • “According to the EEOC’s suit, Estée Lauder gives its female employees six weeks of paid leave for ‘child bonding’ purposes, while new fathers receive two weeks. Additionally, the EEOC – a federal agency that administers and enforces civil rights laws against workplace discrimination – states in its

    “According to the EEOC’s suit, Estée Lauder gives its female employees six weeks of paid leave for ‘child bonding’ purposes, while new fathers receive two weeks. Additionally, the EEOC – a federal agency that administers and enforces civil rights laws against workplace discrimination – states in its complaint that female employees were given ‘more flexible arrangements when they returned to work’ than their male counterparts. This, according to the EEOC, amount to yet another violation of federal law, which prohibits sex bias in the workplace. Anti-sex discrimination laws also require that men and women be paid equally for equal work.”

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