When an employee announces she’s pregnant, it’s important for HR and supervisors to know what they must do—and what they can’t do (or say) under federal anti-discrimination and leave laws. (For details about individual www.ncsl.org/programs/employ/pregnancy leave statutes.htm.)
No federal law requires you to provide paid . Most employers must comply with the (PDA) and the . The ADA may apply if pregnancy complications arise.
The PDA prohibits discrimination against employees and applicants on the basis of “pregnancy, childbirth and related medical conditions.” It covers employers with 15 or more workers. The PDA says a woman can’t be denied a job because she’s pregnant or had an abortion. You can’t fire her because of her pregnancy or force her to go on leave as long as she’s physically capable of performing ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Required: Investigating all harassment complaints Not required: Providing a perfect workplace
- Beware desperate 'whistle-blower': Document reason for firing to stop retaliation claim
- Consider additional leave as ADA accommodation
- Your informal promotion process: A legal red flag