> Discuss Your Legal Issue > Ask a Lawyer > Labor and Employment > Terminated from job because I was "a single mom with outside obligations" who could not work till 8pm (hired for 8:30-5 job) due to childcare. Legal?

Terminated from job because I was "a single mom with outside obligations" who could not work till 8pm (hired for 8:30-5 job) due to childcare. Legal?

1 Answers. Asked on Jul 11th, 2017 on Labor and Employment - Tennessee
More details to this question:
Took this job BECAUSE the hours allowed me to pick up my child timely from after school program. After several months, was told I was expected to work as late as 8-8:30, and would have to find someone else to take care of my child (specifically suggested my mother - who also works a full-time job and is NOT responsible for providing daily care for my child). Is there any law in Tennessee that protects a single mom in this situation?
Answers Showing 1 out of 1
Answered on Jul 18th, 2017 at 8:02 AM

There is no law that specifically "protects" a single mother in this situation.  There are sex discrimination laws that would prohibit a single mother from being treated differently than a single father.  Potentially there could be broader protection to protect the single mother from being treated differently than any male, a married female or a single femal with no children.  If you had childcare obligations that made you unavailabel to work the expected shifts, there may be no legal claim. However, these are fact intenstive determinations and you will probably want to consult directly with an experienced employment attorney about that.


I am an experienced attorney focusing on employment law in North Carolina and Tennessee. This post/response is not meant to constitute legal advice.

Report Abuse
Labor and Employment
Labor and employment attorneys can help both employers and workers prevent, address and resolve a variety of issues related to the employer-employee relationship. Small business owners and managers should consult with employment lawyers when crafting employment policies (including those related to hiring, affirmative action, compensation, medical leave and sexual harassment); negotiating employment contracts, non-compete agreements and severance agreements; and resolving employment-related personnel disputes. Workers should talk to a labor and employment law firm before signing any job-related contracts and for help addressing issues related to discrimination, harassment, Americans with Disabilities Act (ADA) accommodations and Family and Medical Leave Act (FMLA) requests.
Have an Labor and Employment Question?
It’s Free & Easy.
Ask a Lawyer
Top Contributing Lawyers
Mark Tischhauser, Esq.

Attorney - Florida

357 Answers, 20 Legal Topics

Patrick Johnson

Attorney - Tennessee

241 Answers, 47 Legal Topics

Michael D. Siegel

Attorney - New York

179 Answers, 25 Legal Topics

Anthony John Van Zwaren, Esq.

Attorney - New Jersey

114 Answers, 18 Legal Topics

Michael E. Fiffik

Attorney - Pennsylvania

81 Answers, 17 Legal Topics

Lori Nevias

Attorney - New York

79 Answers, 31 Legal Topics

Bruce Robins

Attorney - New York

70 Answers, 8 Legal Topics

Have a legal question?
Get answers from local attorneys.
It's free and easy.
Ask a Lawyer
Do It Yourself Legal Forms

Popular Forums