June 29, 2017
In a lawsuit filed by a female Japan Airlines flight attendant claiming that JAL violated labor laws because it rejected her request for ground duty assignment during her pregnancy, the plaintiff and the company on July 28 reached a court-mediated settlement in the Tokyo District Court.
The plaintiff is Jin’no Tomoko (42), a member of the Japan Airlines Cabin Crew Union (CCU).
Jin’no applied for ground duty after she became pregnant, but JAL rejected her application and ordered her to take a leave of absence without pay. Jin’no in her lawsuit insisted that the airline’s act constitutes “maternity harassment” and violates the Equal Employment Opportunity Law which forbids discriminatory treatment of women workers due to pregnancy or childbirth.
The main contents of the agreement are that if pregnant FAs request ground duty, their request should be accepted and that pregnant FAs assigned to ground duty can choose between working full-time shifts and part-time shifts.
Jin’no and the CCU shared the joy of their victory, saying that the court-mediated settlement will encourage women flight attendants in JAL to continue their careers even after becoming pregnant and having children.
JAL in 2008 changed its system allowing female FAs to choose between taking ground duty or taking unpaid leaves of absence after they become pregnant by adding the condition “only in cases where the company gives permission”, thus, in actually, transferring of FAs to ground duty was hardly ever allowed.
Past related articles:
> JAL decides to stop discrimination against pregnant FAs on job assignments’ [March 20, 2017]
> FA sues JAL for ‘maternity harassment’ [June 17, 2015]
The plaintiff is Jin’no Tomoko (42), a member of the Japan Airlines Cabin Crew Union (CCU).
Jin’no applied for ground duty after she became pregnant, but JAL rejected her application and ordered her to take a leave of absence without pay. Jin’no in her lawsuit insisted that the airline’s act constitutes “maternity harassment” and violates the Equal Employment Opportunity Law which forbids discriminatory treatment of women workers due to pregnancy or childbirth.
The main contents of the agreement are that if pregnant FAs request ground duty, their request should be accepted and that pregnant FAs assigned to ground duty can choose between working full-time shifts and part-time shifts.
Jin’no and the CCU shared the joy of their victory, saying that the court-mediated settlement will encourage women flight attendants in JAL to continue their careers even after becoming pregnant and having children.
JAL in 2008 changed its system allowing female FAs to choose between taking ground duty or taking unpaid leaves of absence after they become pregnant by adding the condition “only in cases where the company gives permission”, thus, in actually, transferring of FAs to ground duty was hardly ever allowed.
Past related articles:
> JAL decides to stop discrimination against pregnant FAs on job assignments’ [March 20, 2017]
> FA sues JAL for ‘maternity harassment’ [June 17, 2015]
