Once you’re aware of your rights — and your responsibilities — as a pregnant employee, it’s a good idea to research your employer’s policies, benefits, and practices relating to the management of pregnant employees.
If your research leads you to believe there might be discrepancies in what’s legally required versus the reality within the practice:
- Determine whether – and how – to bring the issue to management’s attention.
- It’s a good rule of thumb to manage discussions on topics such as this in private instead of during a formal meeting among all employees.
- Be aware that, if you work in a large group practice, it’s possible that decisions about staff policies and benefits may be made higher up in the chain of command and that can take additional time.
- Decide what outcome you want and what outcome you’re willing to accept.
Always remember that you have the right to work in an environment that keeps you and your baby safe and that your efforts to ensure the fair treatment of pregnant employees is good training for your future role as your baby’s primary advocate.
- The U.S. Equal Employment Opportunity Commission’s Pregnancy Discrimination Act (PDA)
- The U.S. Department of Labor’s Family and Medical Leave Act (FMLA)