Planned Parenthood – the nonprofit organization that really cares about women.
This is supposed to be such a caring organization, right? Sure, as long as you can pay for what you want.
But for their employees? Not so much.
https://www.nytimes.com/2018/12/20/business/planned-parenthood-pregnant-employee-discrimination-women.html
Planned Parenthood: biggest hypocrites on the planet; they do not care about their employees at all. As described in the article at the link, their employees seem to have no real rights under labor laws at all.
There used to be rules about work-day breaks for non-exempt employees, but that has changed. But then, the PPs probably don’t bother to follow state regulations about it, and things have changed since I retired. Breaks are not required by the FLSA regulations. Glad I don’t have to work any more unless I want to.
However, this form of abuse seems to be a pattern with the PPs, if it is accurately reported in the article They don’t really care at all about women, no matter what their self-labeling is. They only care about getting cash in the cash drawer.
The woman who wrote the article was a part-time employee, which she says did not qualify her for the FMLA protection, which is outlined at the link below.
https://smallbusiness.chron.com/circumstance-can-deny-fmla-55704.html
The Family and Medical Leave Act of 1993 (FMLA) is a United States labor law requiring covered employers to provide employees with job-protected and unpaid leave for qualified medical and family reasons.
Pregnancy was covered by that at the time if the firm had 50+ employees. And the PPs have far more than 50+ employees, nationwide.
FMLA rules state that private-sector employers are not required to provide federal FMLA benefits if they have fewer than 50 employees. An employee who would otherwise qualify for FMLA can be denied if the company itself is not required to offer the benefits. This is something that employers should consider when making staffing decisions.
However, Planned Parenthood is a nationwide organization with a LOT of employees – many more than 50. And as a nationwide employer with a large number of employees, you’d think that the PPs would at least accommodate their female employees. The author of the NYT article indicates that no such consideration was given to her. Just the opposite, in fact.
While I find PP’s treatment of this employee abusive as reported, current federal labor law says that employers are no longer required to even give employees lunch breaks any more. There was a poster on the wall in the break room where I worked that informed us of the minimum hourly wage, and what we could expect in the way of work breaks: two 15-minute breaks plus a ½ hour lunch break, which could be combined into a 1-hour lunch period. But that was when things made sense. Now it seems that changes have been made and they are not for the better, and are exacerbated by companies that only have what is termed part-time employees, even if those employees actually work full time and sometimes overtime.
Essentially, what this woman has described is the equivalent of a sweatshop work environment.
I’m glad I’m out of the work world now, if that’s the case. On the other hand, why am I not surprised by the way this woman was treated?
