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• W2399689975 abstract "Ames v. Nationwide Mutual Insurance Co., 760 F.3d 763 (8th Cir. 2014), cert, denied, 135 S. Ct. 947 (2015). I. INTRODUCTION In February 2015, numerous online sources published articles about a decision from the U.S. Court of Appeals for the Eighth Circuit denying a female employee's sex discrimination claim on the basis can lactate, too. (1) These articles were doing what many see as the main purpose of digital journalism: attracting attention by way of clicks. (2) However, these articles misled their readers by making it sound as if the Eighth Circuit relied on notion in its opinion. In reality, Ames v. Nationwide Mutual Insurance Co. involved an employee who sued her employer for sex discrimination based on her struggle to gain access to a lactation room upon her return from maternity leave. (3) The District Court for the Southern District of Iowa commented in a footnote about Ames's argument that lactation is a medical condition related to her and, thus, deserving of protected class status. (4) The footnote stated: [T]he Court takes judicial notice of the fact adoptive mothers can also breast-feed their adoptive babies.... Furthermore, it is a scientific fact even men have milk ducts and the hormones responsible for milk production.... Accordingly, lactation is not a physiological condition experienced exclusively by women who have recently given birth. (5) The actual holdings of the district court and Eighth Circuit, while less ostentatious than the online attention-grabbing title can lactate, too, showcase reasoning is just as troubling. Part II of this Note provides a brief background of the facts and the Eighth Circuit's ultimate holding in Ames. Part III discusses the legal history of Title VII and legislative efforts to prohibit discrimination in the workplace. Part IV examines the Eighth Circuit's reasoning. Finally, Part V comments on the supposed limited use of summary judgment in employment discrimination cases, the reasonableness of Ames's actions, the effect of stereotypes in employment discrimination, the role the identity of the judiciary plays in discrimination cases, and how this case could have been prevented by appropriate human resource (HR) management practices. The Eighth Circuit's decision in Ames showcases the struggles many mothers face in the workplace, and while these struggles start in the workplace, they can continue into the courtroom. This Note argues the increased presence of female judges on the bench has played and will continue to play a positive role in the administration of justice. II. FACTS AND HOLDING Angela Ames sued her former employer, Nationwide Mutual Insurance Company, for sex and pregnancy discrimination under Title VII of the Civil Rights Act of 19646 and the Iowa Civil Rights Act (ICRA) (7) after was unable to pump breast milk at work the day returned from giving birth to her second child. (8) The district court granted Nationwide's motion for summary judgment, and Ames appealed to the Eighth Circuit. (9) In October 2008, Angela Ames was hired at Nationwide as a loss-mitigation specialist. (10) She took eight weeks of maternity leave after giving birth to her first child in May 2009. (11) Ames discovered was pregnant with her second child in October 2009. (12) Unfortunately, Ames suffered complications with her second pregnancy, and her doctor ordered bed rest in April 2010. (13) While discussing the doctor's orders, the head of Ames's department, Karla Neel, commented she never had to go on bed rest when was pregnant and never had complications with her pregnancies. (14) Ames's immediate supervisor, Brian Brinks, also commented on her maternity leave by stating, We're too busy for her to take off much work. (15) Nationwide also trained a temporary employee as Ames's replacement during her maternity leave. …" @default.
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• W2399689975 date "2015-09-22" @default.
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• W2399689975 title "Lactation Intolerance: Trivializing the Struggles of Working Mothers & the Need for a More Diverse Judiciary" @default.
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