Online Community

ASA Central

A dynamic online community for ASA members to exchange ideas and best practices, and connect with industry peers in their sector. Visit the site ›
Find Goods & Services

ASA Marketplace

This powerful online resource enables staffing companies to find and access industry supplier information, products and services. Visit the site ›
Daily Publication

Staffing Today Newsletter

Your #1 daily source for news about the workforce industry. With versions available to members and nonmembers. Visit the site ›
Health Care Reform

Affordable Care Act Resources for Staffing

Up-to-date news, resources, interactive tools, and more—all focused on helping ASA members comply with the ACA. Visit the site ›
Advertisers & Exhibitors

Staffing Industry Suppliers

ASA has numerous and diverse marketing opportunities available to help you reach the rapidly growing staffing industry. Visit the site ›
Exclusive Products

ASA Store

From certification packages and study guides to marketing tools and data reports, ASA resources add value to your business. Visit the site ›

Anticipatory Termination: When Employers May Legally Fire Pregnant Employees

Lexology (09/04/14) Aaron R. Gelb; Benjamin A. Hartsock

There are some circumstances in which an employer may legally terminate a pregnant employee, though it is a risky proposition and can hurt the company’s reputation. Under the Pregnancy Discrimination Act, an employer cannot fire a pregnant employee simply because she may not be able to do her job. However, the courts have held that companies can terminate the employee in some limited circumstances when she is not eligible for Family and Medical Leave Act leave and the employer does not offer leave to nonpregnant employees who also temporarily cannot work.

In Cadenas v. Butterfield Health Care II Inc., a nursing assistant was terminated when she gave notice that at 20 weeks pregnant she would no longer be able to push, pull, or lift more than 20 pounds—essential duties for her job. The court found that if an employer does not offer certain treatment to a nonpregnant employee it is not required to give special treatment to a pregnant employee. In the rare event that a pregnant employee must be terminated, companies should be sure to thoroughly document the reasons.