Pregnancy Questions and Employment Laws
Workers in Prince George’s County may have questions about when the disclosure of pregnancy should be made to an employer. A recent article provides guidance.
Although some employees may worry that a pregnancy will be perceived as a workflow disruption, many employers might agree that advance notice facilitates planning -- on both sides.
Employees might also take comfort in several federal and state laws that offer employment protections. For example, the Pregnancy Discrimination Act, a federal law, prohibits certain adverse actions on the ground of pregnancy, such as termination or mandatory maternity leave. The Family and Medical Leave Act may also enable unpaid leave for maternity-related reasons.
Under state law, the Maryland Fair Employment Practices Act requires employers with at least 15 employees to provide reasonable accommodations to employees experiencing a pregnancy-related temporary disability. Such accommodations may include flexible hours, changes in the workspace, a shift in job duties, and even granting leave requests.
Many employers are family friendly and recognize that employees with a solid home life often perform well at work. For that reason, pregnancy leave and related questions are often included in employee handbooks. However, representations in writing may have legal consequences to employers. For that reason, many employers turn to an employment lawyer for drafting company publications, including employee handbooks.
Employers may also have questions about how much information relating to pregnancy, maternity and/or paternity leave they should include in employment agreements. In fact, job applicants may present such questions, perhaps as a condition of their employment. An attorney might provide assistance in drafting documents in this regard, as well.
Source: usatoday.com, “On the Job: Maternity leave can be good for mom, firm,” Anita Bruzzese