How To Handle Pregnant Employee

If an employee is absent from work due to a pregnancy-related. Its normal for employees to have mixed emotions when they find out a colleague is pregnant.

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Common Worries in the Minds of Pregnant Employees.

How to handle pregnant employee. Keep the company-wide announcement hidden until you have her blessing. For this you need to be better informed about the worries of a pregnant woman. Second pregnancy in and of itself is not a disability.

If your pregnant employee shares news of her pregnancy with you in private do not reveal it to anyone else. Permit pregnant employees to take a reasonable amount of time off work for antenatal care and pay them for this time. Because this employee would not be covered by FMLA the employers responsibilities would be those as required by the Pregnancy Discrimination Act PDA.

While you cant discriminate against an employee because she is pregnant that doesnt mean the employee is excused from compliance with the same work performance standards expected of. Managing the pregnant employee 41 Role of the line manager and promotion of a positive environment 42 Methodology to carry out a general workplace pregnancy health and safety risk assessment 43 Day to day management of the pregnant employee 44 Helpful hints and tips for line managers 16 Section 5. Take into account that an employees maternity leave will be triggered where she gives birth early or is absent for a pregnancy-related reason in the four weeks before her expected week of childbirth.

First the Pregnancy Discrimination Act PDA prohibits discrimination against any applicant or employee based on her pregnancy or even perceived pregnancy or childbearing plans. Here we have listed a few of the common worries. Health and safety leave.

Pregnant workers are protected from discrimination based on current pregnancy past pregnancy and potential pregnancy. Employers also must consider safety equipment changes to protect and accommodate pregnant employees. How to Accommodate Pregnant Employees.

Discriminate against pregnant employees with regard to health. If you understand the common worries that nag a pregnant employee it will be easier for you to address the candidate and refer to these concerns too. You also cant require a doctors note just because an employee is pregnant.

The PDA applies to employers with 15 or more employees and it protects pregnant employees from discriminatory actions that are based on the status of pregnancy. The best way to prevent pregnancy discrimination is to know the law and engage with mothers-to-be. Treat pregnancy-related medical conditions differently than other disabling conditions.

Under the PDA an employer cannot fire refuse to hire demote or take any other adverse action against a woman if pregnancy childbirth or a related medical condition was a motivating factor in the adverse employment action. Ease Team Wide Concerns. Pregnant employees cannot be forced to take leave while they are pregnant as long as they can perform their assigned work tasks.

At first your team will be happy and share in her joy. Personal protective equipment such as a harness for a personal fall arrest system may no longer fit a pregnant employee or may have the potential to cause unnecessary harm to a worker or her developing baby.

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