Pregnant women have more protection than ever when it comes to jobs, thanks to the Pregnancy Discrimination Act (PDA) of 1978, and The Family Medical Leave Act (FMLA) of 1993. The FMLA does cover many different subjects there will only be coverage of what it has to do with pregnancy and medical leave thereof. Most importantly how are pregnant women protected when it comes to complications during pregnancy, well before the PDA they were not. Now luckily women can go through a pregnancy and take up to six weeks off to bond with their child fathers can even take advantage of an opportunity like this. Of course there are some guide lines that must be followed; one must maintain their medical coverage that is in effect from their job, one also must return to work in the time allotted, and most importantly must return to their full time status, that they had before the baby was born.
President Bill Clinton's first legislative action upon taking office in February 1993 was to sing the FMLA this act is designed to support families in their efforts to strike a workable balance between the demands of work and home.
The FMLA was the first to give pregnant workers that were employed by the Government paid time off after giving birth.
Under the FMLA employees are entitled to twelve weeks off per twelve month period. Full-timers can use this time to spend with their newborns or newly adopted children also to care for sick relatives, or one owns sick days.
Thanks to changes made to the FMLA in 2009 now even Military personnel are covered under this act.
Employers cannot refuse to hire a pregnant woman because of her pregnancy. Nor can they refuse under pressure of coworkers or clientele to hire such persons.
Employers cannot make a pregnant person take time off, or deny time off to a pregnant woman because she is in need of bed rest or is ill in other ways and has written permission from their physician. Even if the employee is temporarily disabled, they must be treated as any other temporarily disabled persons on the job in which they can be given lighter duty tasks, or rotating assignments. If there is not some alternate assignment available, then the employer must offer disability leave or leave without pay.
When an employee is absent from work for a pregnancy related illness and recovers then an employer cannot decline the employee work, especially not until the baby is born, if there is no reason why that employee cannot go back to work.
President Bill Clinton's first legislative action upon taking office in February 1993 was to sing the FMLA this act is designed to support families in their efforts to strike a workable balance between the demands of work and home.
The FMLA was the first to give pregnant workers that were employed by the Government paid time off after giving birth.
Under the FMLA employees are entitled to twelve weeks off per twelve month period. Full-timers can use this time to spend with their newborns or newly adopted children also to care for sick relatives, or one owns sick days.
Thanks to changes made to the FMLA in 2009 now even Military personnel are covered under this act.
Employers cannot refuse to hire a pregnant woman because of her pregnancy. Nor can they refuse under pressure of coworkers or clientele to hire such persons.
Employers cannot make a pregnant person take time off, or deny time off to a pregnant woman because she is in need of bed rest or is ill in other ways and has written permission from their physician. Even if the employee is temporarily disabled, they must be treated as any other temporarily disabled persons on the job in which they can be given lighter duty tasks, or rotating assignments. If there is not some alternate assignment available, then the employer must offer disability leave or leave without pay.
When an employee is absent from work for a pregnancy related illness and recovers then an employer cannot decline the employee work, especially not until the baby is born, if there is no reason why that employee cannot go back to work.