How to Prevent Pregnancy Discrimination
- Step 1: Determine Applicable Federal And State Pregnancy-Related Laws
- Step 2: Prepare and Distribute Policies Addressing Pregnant Employees
- Step 3: Select an HR Representative to Oversee Pregnancy Leaves
- Step 4: Train Supervisors
- Step 5: Record the Date When an Employee First Discloses Her Pregnancy
- Step 6: Determine Employee Eligibility for Benefits
- Step 7: Maintain and Protect Records Properly
- Step 8: Designate Leaves as Necessary
- Step 9: Ensure Equal Treatment
- Step 10: Discuss Transition Issues With Sensitivity
- Step 11: Avoid Changing Terms of Employment During Pregnancy
- Step 12: Understand Reinstatement Obligations
- Additional Resources
Author: Lisa Pierson Weinberger, Mom, Esq.
With so many women of childbearing years in the workplace, having pregnant employees is commonplace. Both federal and state laws regulate how employers should treat pregnant women throughout pregnancy and following leaves of absence in connection with childbirth and infant bonding. In order to keep claims of pregnancy discrimination at bay, employers should follow the steps below to ensure that its work environment is friendly towards pregnant employees.