Light-duty policies are usually seen as a way to keep workers’ compensation costs down following a workplace injury. Some studies have shown that workers who go back to work sooner after an injury have a shorter recovery period than those who wait until they are completely healthy to return.
Sometimes, it may be appropriate to offer light-duty assignments to pregnant employees. However, there’s a right way and a wrong way to handle those accommodations.
THE LAW: Title VII of the Civil Rights Act protects women from discrimination in all aspects of employment. The(PDA) holds that discriminating against an employee because she was, is or plans to be pregnant is gender discrimination.
The ADA allows employers to transfer employees with medical restrictions to open positions for which they are qualified, but does not require employers to create light-duty positions for disabled employees. Pregnan...(register to read more)
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