A recent study revealed a 65% increase in pregnancy discrimination charges from 1992 to 2007. The study showed that the problem is more acute for racial and ethnic minorities. Between 1996 and 2005, pregnancy discrimination charges filed by women of color spiked 76%. Of these EEOC claims, 53% were from the service, retail and financial industries services which employ 70% of women.

A recent study indicated that 81% of employees believe swearing is unacceptable. Further, 36% of US bosses have issued a formal warning and 6% have fired an employee for swearing. 69% of Senior Managers said they would fire an employee for bad office manners.

Because we want to best serve our readers, we feature a segment of our Newsletter where you can submit questions directly to our OperationsInc professionals. Do you have a question related to the management of the Human Resources function? Email it along to enewsletter@operationsinc.com. The best ones will make it into a future newsletter, along with the answer... and those that don't get published will still receive a response.

This week's question:
"Is it permissable for an employer to dismiss a part-time worker in preference for full-time employees?"

--- Office Manager, Retail

Answer:
In short yes. Generally you need to be able to show that the requirements for the position have changed to the point where it requires 40 hours per week and that hiring another part-time resource to job share is not a viable option. You also should then offer the full-time role to the part-time incumbent. If they are unable / unwilling to accept the new role then you generally can proceed with your plans to replace. Consult an expert prior to doing this as there are several areas of potential liability to manage.

"Patience is a key element of success."

- Bill Gates

Information provided in The OperationsInc Navigator is researched and reviewed by the HR experts at OperationsInc. The information in every issue of The OperationsInc Navigator is in part gathered via information available in the public domain, as well as in part the original, copyrighted work of OperationsInc and is protected under U.S. copyright laws. As such, you may not reprint or publish in any format any article or portion of article The OperationsInc Navigator without the express permission of OperationsInc.

OperationsInc provides the information in this e- newsletter for general guidance only. The information provided herein should not be used as a substitute for consultation with professional human resources, legal, or other competent advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation.

We encourage you to pass along any issue of The OperationsInc Navigator by forwarding it to friends and colleagues.