Avoid Pregnancy Discrimination at the Workplace

August 12, 2019 The action covers employers with 15 or more employees, such as local and state authorities. Women that are pregnant or influenced by associated conditions have to be treated in precisely the exact same fashion as other applicants or employees with similar abilities or limitations.
Implementing and working conditions: An employer can't refuse to employ a woman because of pregnancy, pregnancy-related conditions, or dependent on the prejudices of both co-workers or clients. The act prohibits discrimination in regards to working conditions, such as pay, job assignments, promotions, layoffs, training, shooting and some other condition of employment.
Pregnancy and childbirth leave: An employer may not single out pregnancy-related requirements for special procedures to ascertain an employee's capacity to get the job done. As an instance, if an employer doesn't need its employees to submit a physician's statement concerning their inability to work before granting leave or paying sick benefits, the employer may not require employees affected by pregnancy to supply this documentation.
Childbirth and temporary handicap: A worker that's temporarily not able to perform her job because of pregnancy must be treated exactly the same as any other temporarily disabled employee.
Employers have seldom managed to set a pregnancy-based BFOQ. Liability under the state and federal laws could be averted using the following best practices:
• Effectively train supervisors on pertinent laws, office policies, and also how to react to requests for help and lodging.
• When complaints happen, respond immediately.

• Employ powerful policies against pregnancy discrimination and harassment.
• Assess leave policies to make sure restrictive provisions or practices don't discriminate on the grounds of pregnancy or related medical problems.
• Evaluate any office accommodation policies and make sure they are readily available to employees who have pregnancy-related impairments.
• Never need -- specifically or constructively -- a pregnant employee to take leave, light duty or other work lodging she doesn't want or didn't ask.
• Ensure facilities and policies comply with breastfeeding demands under the ACA.
• Check local and state laws for further requirements.

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