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Pregnancy and maternity leave: A legal guide and sample policy

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in Discrimination and Harassment,FMLA Guidelines,Hiring,Management Training,Maternity Leave Laws

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. While no federal law requires you to provide paid maternity leave, most employers must comply with the Family and Medical Leave Act (FMLA).

Here’s how best to comply with the FMLA, plus a sample policy you can adapt to your own organization.

The Basics: Maternity Leave & FMLA

Eligible employees can take up to 12 weeks of unpaid, job-protected FMLA leave for the birth, adoption or foster care of a child; caring for a child, spouse or parent with a serious health condition; or convalescence after an employee’s own serious health condition.

New parents—both mothers and father...(register to read more)

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