This new interpretation of the laws prohibits unlawful disparate treatment of caregivers, no matter what sex the caregiver is.
Some examples of this are:
• not hiring a qualified female applicant because it is assumed she will be the one to care for her children;
• not hiring a young, qualified female because of the false assumption that all women will eventually have children and leave their jobs;
• not putting a qualified female with children into a training or mentoring program because it is assumed she will have more absences in order to take care of the children;
• in a company where time off for child care is given, denying time off for child care to an employee because he is male, under the assumption that men do not care for children;
• denying a single father a part-time position because they are only given to females with children;
• giving promotions to women without children or fathers with stay-at-home wives, rather than the more qualified single women who have children;
• providing flexible schedules for all employees except those with child care responsibilities, and making those who care for children take time off without pay or use their vacation time; and,
• harassing or penalizing workers who take time off to care for aging parents or sick spouses or partners, but allowing parents with children to take time off without issue.