The(PDA) protects women from discrimination based on being pregnant. But that protection is limited. The PDA outlaws treating pregnant women worse than employees who aren’t pregnant. However, it doesn’t require affirmative steps to help them deal with complications.
Employers are complying with the law if they give pregnant women the same time off or temporary light work assignments they give other temporarily impaired workers.
As a policy, you should not single out pregnant women in your handbook as needing prior medical approval to continue working unless you similarly apply the requirement to everyone with potential medical restrictions.
Recent case: Amie worked as a veterinary technician at the Shady Brook Animal Hospital in Magnolia. Her duties included taking animals into exam rooms, preparing and monitoring them before and after surgery, treating them as directed, cleaning the hospital,...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- You're not a doctor! Don't restrict pregnant employee's work unless her physician says so
- Managers' e-Mails give life to pregnancy case
- Grant maternity leave just as generously as you do other leave
- 'Reasonable' Maternity Leave Doesn't Matter Under FMLA