Light Duty & Pregnancy (non FMLA)
MindyM
1 Post
I am the HR Director for a continuing care retirement community (CCRC). This is my first question . . . I have a pregnant employee who is not eligible for FMLA (less than one year) who is requesting light duty (she has a physician note). We do allow light duty, but only for employees who have a work related injury or illness. Under the Pregnancy Discrimination Act would we be required to allow pregnant employees to work light duty as well? Thanks for your input.
Comments
With answers to the above we might be better able to provide more real advise.
PORK
This is not legal advice.
As for requiring a pregnant worker to return to work, the Act doesn't prohibit or require it to my knowledge. But keep in mind that the purpose of the Act is to make certain employers do not treat pregnant women any differently than they would any other employee.
Personally, I would work with this employee, but again, that depends what "light duty" means.
This is why you should have disability insurance.
My $0.02 worth,
The Balloonman
If you read the Birthday-Baby Shower thread, you'll understand our workplace is very supportive of pregnant women. But they are still expected to get the job done.
If you are setting a precedent (and have no policy or past practice to follow), you might consider how everyone who needs a temporary accommodation will expect to be treated in the future, and how this will work in your company considering its business needs. Then write your policy and stick to it. And good luck! Just when we find something fair and practical that will work...somebody passes a new law. 8-|