It only ends up hurting you

Becomes difficult, sometimes. Example, if you’re pregnant. Hard to hide until due date! Chronic illnesses? Some can be hidden while others…not so much.

This kind of thing is good to tell, the lawsuit here is going to pay way more than the normal money you'd get from being fired.

You have to notify them to get paternity/maternity leave.

Sadly. Yet it's ludicrous how they'll still treat you shit if you don't buy into the work cult.

Except they need to give consent to be recorded

Nop, a lot of states are one party states when it comes to recording. Meaning only one party, you, has to be aware of the recording. You can also say something like "fyi I record all my zoom/phone/etc conversations" and proceed.

Only if you join the zoom meeting on your personal device.

They already posted their terminatoon meeting online, what's there to be scared of using it as evidence in court?

I hope they were able to take all the time they needed to give birth and found a better job after. The way people treat pregnant mothers is disgusting at time, you don't have to enslave yourself to them but jesus a bit of compassion makes the world function.

@@purplefood1Thankfully it is legal in America as long as you don’t inform the employee their termination reason.

@@notabannedaccount8362 I beg your pardon? Thankfully?

@@notabannedaccount8362 I think you're lost and watching the wrong channel 😅

@@edmanning274 People need a balanced perspective. Hiring an employee just for them to take almost a year off reduces productivity, and adds to hiring costs.

The trouble is a lawsuit costs money and you're in a position of not having any income. Its never as simple as you put it.

@@TerribleFire theres plenty of attorneys who will take a case on a contingent fee basis, in which their fee comes only from any money recovered. In other words, no up front costs. Furthermore, most states have statutes that govern employment disputes and many causes of action in such statutes will provide for costs and attorneys fees. When in doubt, talk to a lawyer. If they think there is a strong enough case and an ability to recover damages they'll definitely let you know.

@@TerribleFire These types of suits don't cost plaintiffs anything but time in most cases. Attorneys will take these cases with the understanding that they collect like a 3rd of any settlement or damages awarded at trial (if it comes to that but cases rarely get that far).

This is a slam dunk open and close case. The moment they advertise the same position available that they laid a person off for no longer having . They needed to offer the role to the person they laid off to first then advertise for if the person couldn't come back. This was stupid and illegal for the start.

This happened to someone who worked at one of my old jobs, she was 'made redundant' and then her sister who also worked there noticed a sign on the wall saying they were hiring for the same position immediately after, she took a picture and showed it to her sister and she sue'd and won.

Wrong that you got fired, but if you found love, you got the better end of the deal.

@@Sd12sx23 I agree.

I'm sooo happy that you found your husband, on the other hand, your former workplace is crazy.

@@jamieemeagi7377 Thanks, I'm very lucky.

The problem is that is likely just scaoe goating i doubt thats where it comes from.

manager AND the HR rep! both are incompetent.

Did you cry when they told you that you were being fired? LMFAO

​@@justicedemocrat9357what a horrible comment to make. I hope you get fired so we can all have a good laugh at you

​​@@justicedemocrat9357Why are you being a rude $hit? This just happened to me, and no, I didn't cry. It was quite scary though as I am OLDER and knew I was much less likely to be perceived as valuable. Turns out I found a company that values experience. There is no reason to be rude. And another coworker who got downsized the same day had just bought a home and had a baby on the way. A third was pregnant. And I guarantee you that is EXACTLY why she was let go. She was a HIGH PERFORMER. The other person in her position was ABSOLUTELY, RIDICULOUSLY, NOT. They kept a $hit employee and downsized a good one BECAUSE SHE WAS PREGNANT.

At least he has a job. How's your mom's basement?@@justicedemocrat9357

​@@justicedemocrat9357have you been checked for being a narcissistic sociopath?

Health insurance for a family is more expensive?

It's obvious to me... the manager is in love with him and thought she could get him and the HR woman looks extremly to feminist where the ''having a baby'' could be seen as a insult to their view. :D Mybe I karicaturised a little but it could as well bee it.

Some bosses/companies are that bad; they don't want people taking time off or costing anything in benefits. They are letting the employee go and not saying "fired". Watch them try to deny unemployment pay.

@@bcase5328 Technically if they did a proper job restructuring they eliminated his role so he is redundant, that being said I doubt that actually happened his first move should be an employment lawyer.

The manager was almost shaken and in tears wenn he admitted the pregnancy of his girlfriend. Was there perhaps also a very personal reason for getting fired?

Never trust a person with purple hair.

@@evfenton78 what an idiotic thing to say, its like saying "a person isnt going to work as well because their partner is pregnant". I hope you get kids with purple hair

Get a new job, fuck that

As of 2021 UK business' are no longer required to follow EU employment laws.

Its not just small companies in the US, its most of them. No statutory maternity/sickness. Also maternity leave isn't maternity pay. In the UK statutory maternity pay is mostly paid by the government not your employer. About 90% in UK And talking about paying for people who aren't there ... Employers are required to provide thier staff a living, if you don't want to pay for the absences/costs that are apart of life, then you pay for a contractor and the associated uplift in rates so that the individual can provide the insurances/savings that cover life events that require time off, holidays, sickness, pregnancy, retirement. Well that's if you want to live in a world where people and children are valued and not serfs to simply create profit for the elite. I get it is difficult for very small business and most very small business have exemptions from some things.

They have really sneaky ways to find out if interviewees have a partner, are planning a family, or have kids already. They do it conversationally by bringing up their own families.

@@mattyboy8270 If you look closely the word "we've" is used. This means we have indicating it is in the past tense. Also while they were not required to follow EU law they retained a lot of EU laws until they were recently repealed (thank you Liz Truss you rancid bitch) though ironically the UK actually had better protections in some areas than EU law required.

​@@mattyboy8270 Are you referring to laws no longer in effect because of Brexit? Apologies - I'm no expert (perhaps you know more) but my understanding is that no EU laws were directly in effect in the UK when we were in the EU and, instead, our UK laws were implemented to reflect the EU laws imposed on our Government as part of EU membership. So whilst EU laws are no longer being imposed on the UK, we still have UK laws, such as employee protection, that reflect the EU law at the point it was put in place. The same is true of something like GDPR, where it was EU regulations that kicked it off but we now have UK GDPR that reflects the EU laws it was originally built on. Basically - yes, we're no longer in the EU and no longer have to enforce laws based on EU laws, but we also have hundreds of UK laws still in place that were a reflection of EU law (if nothing else, deconstructing them at this point would be a lot of work). Don't know if there's something specific you're aware of with employment law, or if I've misunderstood, so worth asking 🙂

Out of curiosity did you tell her what they were trying to do?

Pregnancy is protected under the Equal Employment Opportunities Commision, a government entity. All that would have to be done is the recording submitted with the complaint and bam. Federal lawsuit.

I’m American and I can honestly say I haven’t so much as heard of a man being fired for having a baby. Women? All the time, especially depending on the industry.

@@elderliddle2733 Not for the man. Only women are protected on this circumstance.

Sucks to live there 😂.

Yep - in the US they can absolutely lay off anyone at any time without giving a reason, in most cases. They are certainly not required to give people a chance to make their case for someone else getting laid off instead of themselves. I’ve never heard of a company doing this. HOWEVER, in a case like this where there seems to be ample proof that this is retaliation for disclosing the partner’s pregnancy, means he probably had a valid lawsuit, and most employment lawyers would work on a contingency basis in this case. There’s an American employment lawyer on YT who points out all the time that judges and juries aren’t stupid - especially with this video evidence he’d be likely to win a wrongful termination suit. I hope he brought one.

that was always a favourite , then phoning a week later to ask you back , but the clock starts at zero again

@@stevenchalmers8538 If an organization is doing that, they're leaving themselves wide open to unfair dismissal claims through an Employment Tribunal.

Think its probably in an 'at will' state in the US... no such thing as unfair or wrongful termination.

@@edmanning274 Even in a state that has at will employment, there must be some sort of documentation showing a lack of performance or another reason for it.

@@MikhailScottKy really? The description of at will employment is literally the ability to dismiss an employee without reason or warning… I.e. “at will”. If the business’s employees have a union, they may have bargained that there must be a ‘just cause’. I just looked up the Supreme Court of California’s 2001 clarification.. “…presumption that an employer may terminate its employees at will, for any or no reason. A fortiori, the employer may act presumptively, arbitrarily, or inconsistently, without providing protections such as prior warning, fair procedures, objective evaluation, or preferential reassignment.” It then goes on to say that any deviation of that is between employer and employee at a contract level.

@@edmanning274 There are several things you cannot be fired for...such as race, religion, sex, or medical.

@@bowhunter8532 *provably

Unlikely alone as it can be argued as misspoken, then corrected. However its damaging.

Depends on where they live

@@lizcollinson2692 It seems pretty clear they didn't actually restructure like they were supposed to, I'd argue that was them misspeaking because they accidentally said the truth rather than the lies they covered up with.

@@purplefood1 oh yes I believe that's what happened, but proving it in court ... Need more than a stumble over words.

@@lizcollinson2692 I mean the speed at which he was fired does seem to imply they didn't actually restructure like they claimed. It's likely they put an advert out for his job immediately so just wait for that to pop up and bingo.

Last time, people: HR is NOT your friend.

I think it is to do with pregnancy. She starts meeting saying this has nothing to do with what you told me last week Also she made comment may affect work comment and does that explain the drs appointments. Also why do hr need to know? They only need to know if he starts talking about paternity leave

True ... there was a LOT more to this story. It was very suspicious. Her reaction itself told volumes. @@afsanachowdhury4979

If that were the case you would think she would have expressed it at all.

That would make sense

You have to know that's not correct. They can fire you for any reason as long as the reason is not illegal, they do have to have a reason though.

@@purplefood1 On paper, yes. But in practice, they can and do fire people for illegal reasons. As an employee, the onus is on you to make sure you get EVERYTHING in writing, because it'll be your job to prove in court that your firing was unjustified. Employers savvy enough at skirting the law will already have built up a list of grievances against you if they want to cut you loose, regardless of the impetus that eventually kicks off the process. Case in point: a coworker of mine got injured on the job. She suffered fractures in her spine that rendered her unable to lift things anymore, which had constituted the majority of the work she did. The timing of her dismissal let everyone know in the facility that the company was cutting her loose because (A) they didn't want to continue to pay her health costs, and (B) couldn't use her in the same position anymore. They all of a sudden produced a list of times that she had clocked in to work thirty seconds or so late on about a dozen occasions, and used that as justification to fire her. She was too poor and beaten down by the medical care and costs to afford either the money or time to pursue the matter legally, and her employer knew that would be the case. The imbalance of power between employer and employee was always great, but in 21st century America, it's a chasm of distance that basically leaves employees with very little options to seek justice. Unless they have the wherewithal and time to find an organization or attorney to take the case on pro bono, they know that all they can do is try to find other work and just take the injustice on the chin. This isn't a civilized country. This is America, where those with the most money are the most righteous, and those who can't afford it are seen as sinful and at fault.

@@Shukochan "This isn't a civilized country. This is America," truer words and all that. You know it's a shame workers can't group up and refuse to provide their services until their employers agree to respect them...

@@purplefood1 Nine times out of then the union leadership is in bed with management.

Yeah, the US has almost no protections at all for layoffs. Most of the stuff he describes just doesn't apply.

@@alexandrezani This is false it is federal law you cannot fire someone because of a pregnancy. this company will be sued into oblivion. there is about 24 reason why you cant fire someone. such as race gender religion pregnancy whistleblowing etc. Juries are not stupid if firing happens in a short time period after something like this than the company will lose. Because this will be handle in civil court where you dont have to proof beyond a reasonable doubt you just have to proof it is more likely than not. A call with a manager where she puts in video that she is not happy with the pregnancy because will affect work. the expressing concern for taking PTO for medical reason. then firing him as soon as he comes back is pretty much open and shut case.

This happened to me but as I hated the job and was looking for a new job anyway and got a very generous redundancy package I was quite happy to let them think they were winning.

And that vastly increases the employer's power over the employee.

@@ostlandr and if I don't give him the extra work, responsibility, and especially money he seeks, he'll be just as motivated to find some other employer who will.

You really have to document everything in those states. They can't break actual employment "laws" but they will wrangle things to make it appear someone is fired for other reasons. You can get them, but workers need to keep tabs of every single thing that happens.

That's not true. At all. It's one of the biggest myths in the US. You cannot let someone go/fire someone for discriminatory or illegal reasons, of which there are many, and discrimination against pregnancy is one of them.

You have to know that's not correct. They can fire you for any reason as long as the reason is not illegal, they do have to have a reason though.

Not ANY reason. Can't fire you specifically for being a member of a variety protected categories. Think pregnancy is usually one, but that's for pregnancy of the employee, not sure about an employee's partne

LOL what's that?

Never had unemployment insurance deducted from my paycheck- just social security and medicare. Unemployment Insurance is 100% an employer expense. The more people your company lays off, the higher your rates are. So employers do their best to fire employees for cause, or force them to quit, because then they don't have to pay unemployment benefits. Your former employer doesn't have to "approve" unemployment benefits. You are entitled to them if you're laid off.

Like Ben said, there's a long process to go through redundancy which they didn't follow

At least in this case they are playing it as a layoff, so he can collect the pittance that is unemployment.

you should seek an attorney because, even in the US, they need to get "creative". Saying that the role is eliminated AND posting job offers ARE WRONGFUL TERMINATION, even in at will states. So, seek an attorney and you can, at least, secure your unemployment benefits. MAKE HR WORK FOR THEIR MONEY

@@Asmodis4 Most americans don't bother because they're so used to employers ripping their eyes out they just put up with it.

Lots of states have at-will-employment, so you can be let go with little to no notice and you can leave with little to no notice, however, there are federal laws that protect you from being let go for certain reasons like pregnancy. It's complicated, though, since a company can find reasons other than explicitly your pregnancy to let you go and you then have to prove that that was in retaliation over your pregnancy and you might not be in a position to go looking for a lawyer that will take on your case with a payment structure that you can afford.

LOL what's an employment contract?

Nah, lol. Never say it. Just do it. Make sure the evidence is in the hands of your legal representation and try to be the fly on the wall when they're served notice. Telling them what you're doing before hand lets them cover their tracks and destroy evidence

Wild take

I bet that is the case not the 1st time and won't be the last

That’s speculation…no? Did he date his boss at one point? Why would you say that?

I got the exact same vibe. The way she said she never would have guessed that. It was such an odd response.

Also, towards the end of the first call it seemed like she was getting quite emotional and upset at the idea.

Only if they can pay. I'll never understand why the State doesn't pay then seek compensation, beyond seeking processing fees and such.

You must know that's incorrect. You can fire people for any reason as long as that reason isn't illegal.

Lmao the vast majority of the USA has the opposite of Paternity leave; your boss and coworkers see if you might need extra hours to afford your partner the ability to heal for a week because even paid maternity leave is beyond us.