When a family welcomes a new baby, it is an exciting and joyful time. However, it can also be exhausting. Thus, both parents may need time off from work to sleep and bond with their baby. Thankfully, the U.S. government has passed legislation that protects the rights of pregnant women, new mothers, and new fathers when it comes to taking time off work for baby-related issues.

First, it is important to know that pregnant women are entitled to discrimination-free workplaces according to the 1978 Pregnancy Discrimination Act. This is an amendment to the Civil Rights Act of 1964 that outlines the anti-discrimination policies regarding race, religion, etc. Basically, employees cannot refuse to hire, fire, or otherwise treat pregnant women in a discriminatory manner based on her condition. Additionally, if an employer learns that a woman is trying to get pregnant, the same anti-discrimination laws apply.

Also, once a woman is pregnant, she may have to take off work due to her condition. If she has to be gone for more than the amount of sick or vacation days allowed, the employer should keep her position open and allow her to take time as a temporarily disabled employee. Work-provided health insurance must provide for a pregnant woman, as well.

Once a baby is due, mothers take time off to recover from the delivery and take care of their new addition. Sometimes, new fathers decide to take time off as well. While some employees offer paid leave for a short time for new parents, all companies are required by law to allow maternity and paternity leave. The Family and Medical Leave Act of 1993 outlines the U.S. Department of Labor’s policies regarding family leave.

The Family and Medical Leave Act (FMLA) allows most employers and eligible employees the chance to take up to 12 work weeks of unpaid leave during a 12-month period for maternity or paternity leave, as well as during adoption, caring for someone with a serious health condition, if you yourself have a serious health condition, as well as responding to the call of duty for a person in the National Guard or Reserves. Also, employers must keep the person’s position open for when he or she returns.

If both the mother and the father work for the same company, they must split the 12 weeks of time. Sometimes, an employee may allow the parents to take turns with their leave time. Additionally, a mother may choose to reduce her schedule to part-time and apply her missed time to the 12 weeks of allowed leave.

New mothers and fathers are legally allowed to take unpaid time for the arrival of a new baby. If your rights as a new parent are not respected by your employee, you may be entitled to financial restitution. For more information regarding discrimination against new parents, you should speak to an employment attorney. To find an employment attorney in your area, check out the Legal City Attorney Search Directory today.

Joseph Devine

Author: Joseph Devine
Article Source: EzineArticles.com
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A study funded by MetLife estimated that businesses suffer an annual loss in productivity of $29 billion due to caregiving. This makes sense because it’s estimated that one fifth of American workers are caring for elder parents… causing added stress on the job and increased absenteeism.

Employer Response to Eldercare

Companies are learning that helping their employees to care for aging relatives makes good business sense. In fact, authorities in the field estimate that companies can get a return ranging from $3 – $14 on every $1 spent on eldercare benefits. That may explain why, as of 2007, 33% of large companies and 25% of all businesses are offering basic eldercare benefits.

As workers lose time and concentration checking on, or worrying about, their elder relatives, lost productivity is a major concern. And even though employees have new rights under the Family Medical Leave Act (FMLA), many would prefer another solution than to miss another day of work.

A Proactive, Economical and Simple Response

A Personal Emergency Response Systems (PERS) is a time-proven way keep the elderly safer at home. PERS provides an an emergency pendant, that is worn, to ensure that “Mom” can get help if needed without having to dial the telephone. Therefore, an employee can have some peace of mind knowing that Mom is safer because she’s wearing an emergency pendant in case of emergency.

PERS can help by:

Giving Peace of Mind to employees that Mom has this protection… in other words, PERS does the monitoring so your employees don’t have to!

Adding another dimension of employer benefits, whether employer or employee-funded.

The PERS company is contacted first, avoiding your employee being contacted with false alarms.

PERS is time-proven to keep mom healthier and shorten hospital stays because speed of response is critical to better medical outcomes.

Therefore, PERS, can help reduce stress on the job and increase attendance because employees have new level of confidence and Mom is safer and healthier. Companies can deploy a PERS solution for less than $1 a day per employee. Companies can fund the program or negotiate group rate discounts for employees.

PERS makes good business sense.

George A. Wissing is Director of Business Development at LifeFone http://www.lifefone.com. Based in White Plains, New York, LifeFone has been Saving Lives When Seconds Count(tm) since 1976. George can help your business set up a PERS program for less than $1 a day per employee. He can be reached on 1-877-330-7556.

Author: George A. Wissing
Article Source: EzineArticles.com
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