Laws accomodating pregnancy in the workplace speed dating nyc young adults

“Under California’s regulations, the undue-hardship exception isn’t there.” “There used to be a time when, during the last seven weeks of pregnancy, companies were saying, ‘You’ve got to take off,’ or ‘We have to transfer you to another job,’ or ‘You can’t work anymore,’ ” said Michael D.Haberman, a consultant at Georgia-based Omega HR Solutions Inc. There are women perfectly capable of working right until the day they deliver.Yet although the federal Pregnancy Discrimination Act bars employer discrimination based on pregnancy, childbirth or related medical conditions, pregnant workers are often forced out of their job or denied accommodations that allow them to keep working, Think Progress asserts.The National Women’s Law Center has reported several cases that illustrate that pregnant employees aren’t being adequately protected.Does anyone have experience with the legal side of this?I am trying to find out exactly what my rights are (our HR rep isn't very knowledgeable about maternity related policies ).California Law In December 2012, California’s Department of Fair Employment and Housing broadened workplace protections for pregnant women by requiring employers to accommodate disabilities such as severe morning sickness, preeclampsia, gestational diabetes and other temporary, pregnancy-related conditions.“Sometimes the employer will need to transfer the employee to a less strenuous position,” said Janie Schulman, partner and co-head of the employment and labor group in the Los Angeles office of Morrison & Foerster LLP.

California’s broadened workplace protections don’t provide an undue-hardship exception.“Employers might say, ‘It’s going to cost us too much money to do this accommodation,’ or ‘That’s too hard, and we just can’t do it,’ ” Schulman said.Lexis Advance is a powerful resource for online legal research, but its greatest asset is that it is simple to use.That simplicity enables us to quickly get our hands on relevant and useful results that we know will be beneficial to our clients.With FMLA they legally cannot hold absences related to your FMLA reason against you in any way for attendance.Your company needs to have t least 50 employees though to legally have to offer FMLA.

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