In 2017, amid advancements in menstrual products — from ultra-absorbent pads with wings to reusable menstrual cups and period panties — the stigma surrounding menstruation remains unshaken. Alisha Jenkins, a mother of three from Georgia, faced this stigma head-on when her menstrual cycle led to her termination from her job.
Alisha had been employed for nearly a decade as a call taker at a local emergency services agency. However, she began experiencing heavy and unpredictable periods due to perimenopause, a common condition that many women face. According to medical experts, during this time, hormonal fluctuations can lead to irregular and heavier menstrual bleeding, which Alisha certainly encountered. Aware of her condition, she took proactive measures, keeping extra supplies at work and informing her supervisor about her situation.
Despite her best efforts, the inevitable occurred in August 2015. During a shift, she experienced an unexpected heavy flow, staining not only her clothes but also her chair. After reporting the incident, she was told to leave and change. Just days later, she received a disciplinary notice stating that she could face termination if such an incident occurred again.
This disciplinary action raises significant legal questions. Under Title VII of the Civil Rights Act, workplace discrimination related to pregnancy and related medical conditions is prohibited. Alisha’s situation clearly falls under this protection. According to legal advocates, menstruation is a medical condition intricately linked to women’s health and should be treated with respect.
In April 2016, Alisha faced another unfortunate incident where menstrual blood leaked onto the office carpet as she walked to the restroom. Although she promptly cleaned the area with bleach and disinfectant, she was removed from her duties and subsequently fired. The reasoning provided by her employer stated that she failed to maintain “high standards of personal hygiene” while on duty. This approach not only reflects a lack of understanding but perpetuates the stigma surrounding natural bodily functions.
Alisha expressed her feelings of humiliation and disbelief, stating, “I never thought I could be fired for it. I don’t want any woman to have to go through what I did, so I’m fighting back.” The ACLU has taken up her case, arguing that her termination was not only unjust but also illegal under federal law.
As this case progresses, it highlights a broader societal issue: the need to normalize menstruation and combat the associated shame. Women everywhere are rallying behind Alisha, hoping for a resolution that reinforces the importance of gender equality in the workplace.
For anyone navigating similar challenges or seeking more information about reproductive health, resources such as WHO on Pregnancy and articles on topics like home insemination kits are invaluable.
In summary, Alisha Jenkins’ termination for a natural bodily function underscores the pressing need for workplaces to foster understanding and support for women’s health issues. The fight against the stigma surrounding menstruation is ongoing, and with advocates like Alisha, change may be on the horizon.