Equal Employment Opportunities

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Equal Employment Opportunity and Employee Rights

Pregnancy Discrimination Act of 1978
According to PCA, the pregnant woman must be allowed to continue working so long as she is able to do her job. Also she should be treated fairly like any other temporary disabled worker if she is unable to do her job temporarily. Absence that is related to pregnancy, the employer is entitled to hold that vacancy for the same period length those other employees on leave get (maternity leave insider.).
On health insurance, the employer must cover all expenses emanating from pregnancy related circumstances. All amounts payable to the pregnant woman can face limitations only at the same level as the other amounts payable to other conditions (maternity leave insider.).
Benefits relating to pregnancy should be the same in all female employees or else job classification. Pregnant women on leave must be offered the same treatment as any other employee with temporary disability in terms of pay rise, or any other related benefits.
U.S. District Judge in Texas Lynn Hughes turned down a Pregnancy Discrimination Act (PDA) case which was filed by Donnica Venters who accessed Houston Funding Company for terminating her because of using a breast pump while at work. The judge ruled that lactation was not childbirth, pregnancy, or a medical related situation (Neil, 2012).
Family and Medical Leave Act of 1993
Family and Medical Leave Act (FMLA) of 1993 entitles federal employees to up to 12 free work weeks of job-protected unpaid leave in any period of 12 months for specified medical or family reasons. This act also addresses health group benefits to be maintained in the leave period. The employer is provisioned to either use a fixed 12 month physical year, 12 month on the start of the leave or prior to it, or a calendar year to calculate the 12 month…...

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