All employers regardless of size or industry type can benefit from developing anti-discrimination policies. Wise employers ensure that all employees are familiar with the policy and are educated about their rights and responsibilities. However, the existence of equal opportunity policies does not necessarily mean that the employer will be automatically protected in the event of a complaint of discrimination. Amongst other things, the employer should be able to show that the policies are practically and continually implemented in the workplace. An employer may be vicariously liable for the actions of an employee or may be directly liable if it is found that it allowed, encouraged or contributed to the discrimination and did not have adequate policies and procedures in place to prevent and deal with discriminatory attitudes and practices in the workplace.
Some casual employees qualify for unpaid maternity leave.
Moreover, pregnant employees who do not qualify for maternity leave are still protected by the federal Sex Discrimination Act. Employers and employees can negotiate a fair and reasonable period of leave for those who do not qualify for maternity leave. An employee is generally entitled to return to the position she held prior to commencing leave or to a comparable position if her original job has ceased to exist. In some situations, an employer may be deemed to have discriminated if a reasonable request for part-time work is refused.