White Paper published by HR Specialist, copyright 2007
_________________________________

When an employee announces she’s pregnant, her employer better be able to deliver more than just congratulations. You need legally sound, consistent policies and practices to ward off potential pregnancy complications of your own.

It’s important to know what you must do—and what you can’t do (or say)—under federal anti-discrimination and leave laws. Plus, it’s vital to understand your own state statute, which may provide more liberal leave benefits for pregnant women and new parents. 

While no federal law requires you to provide paid maternity leave, most employers must comply with the Pregnancy Discrimination Act (PDA) and the Family and Medical Leave Act (FMLA). And even the Americans with Disabilities Act (ADA) may come into play if pregnancy complications rise to the level of substantially limiting a major life activity.

Here...(register to read more)

To read the rest of this article you must first register with your email address.

Email Address:

Leave a Comment