Employment Search Information

Under the Federal Title VII laws of the United States, a woman cannot be discriminated against in situations relating to pregnancy, childbirth, or for any medical reasons associated with these things.  One of the biggest things that pregnant women have to face when they have a job and become pregnant is pregnancy accommodation.

Legally, employers must acknowledge a pregnant woman’s physical needs during the time of her pregnancy.  This means that is she needs to be put in a new position that does not require as much physical activity as her current position, the employer must do this, if it is possible to do so without the company being “unduly burdened”.  In other words, if it is possible to provide the pregnant employee with accommodations during the time of her pregnancy, the employer must do so or he is in violation of Federal law.

According to the Federal Title VII law, an employer does not have to provide any leave of absence time for a woman to deliver her baby.  This may sound odd, and according to California state law, it is.  In fact, California state law requires necessary pregnancy leave of four months or less for the expectant mother.  This is considered a “reasonable period of time”, and is defined as the time period when the woman is “disabled” and cannot work due to her impending or recent childbirth.

What the Federal Title VII law does support, however, is the necessity of medical leave under the Family and Medical Leave Act.  This act requires employers to provide employees with a leave of absence for personal illness or for the illness of an immediate family member.  This act also covers pregnant women under Federal law jurisdiction.