Reasonable Accommodation for Pregnancy in the Workplace Presented by Bruce W. Carter, Staff Counsel...

Reasonable Accommodation for Pregnancy in the WorkplacePresented byBruce W. Carter, Staff Counsel

Department of Fair Employment and Housingwww.dfeh.ca.gov

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Freedom from Discrimination Because of Pregnancy is a Civil Right.

(Gov. Code, § 12921,

subds. (a) & (b).).

Freedom from Discrimination Because of Pregnancy is a Civil Right

This Civil Right includes freedom from discrimination because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth, or because of an employer’s perception that a woman is pregnant or has a related medical condition. (Gov. Code, § 12926, subd. (p); Cal. Code Regs., tit. 2, § 7291.2, subd. (c).)

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Freedom from Discrimination Because of Pregnancy is a Civil Right

In the workplace, it is unlawful for an employer to discriminate in terms of compensation, conditions, or privileges of employment because of pregnancy. (Gov. Code, § 12940, subd. (a); Gov. Code, § 12926, subd. (p); Cal. Code Regs., tit. 2, § 7291.1.)

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Statutory Protections of the Civil Rights of Pregnant Employees


The Fair Employment and Housing Act (Gov. Code, § 12900 et seq.) (FEHA) and the California Family Rights Act (Gov. Code, § 12945.1 et seq.) (CFRA) provide protections and guarantees for pregnant employees.

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The FEHA and CFRA protections cover job applicants.

It is unlawful for an employer to ask a job applicant questions regarding childbearing, pregnancy, birth control, or familial responsibilities unless they are related to specific and relevant working conditions of the job in question. (Cal. Code Regs., tit. 2, § 7290.9, subd. (b)(3).)

It is unlawful to refuse to hire a female applicant because she is of childbearing age. (Cal. Code Regs., tit. 2, § 7291.0, subd. (c).)

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•The FEHA covers all California employers with five or more full or part time employees. (Gov. Code, § 12926, subd. (d); Cal. Code Regs., tit. 2, § 7291.2, subd. (h).)

•The CFRA covers all California employers with 50 or more full or part time employees within 75 miles of the employee’s worksite. (Gov. Code, § 12945.2, subd. (p).)

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Protections for Pregnant Employees include:

•Protected Leave

▫Pregnancy Disability Leave (PDL) (Gov. Code, § 12945; Cal. Code Regs., tit. 2, § 7291.7.)

▫Baby Bonding Leave (Gov. Code, § 12945.2.)

•Reasonable Accommodation

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Pregnancy Disability Leave


Eligibility for PDL• There is no length of service requirement before an

employee disabled by pregnancy is entitled to PDL. (Cal. Code Regs., tit. 2, § 7291.7, subd. (c).)

• PDL is for the period of actual disability caused by pregnancy, childbirth, or related medical conditions. (Gov. Code, § 12945, subd. (a).)

• This includes time off needed for prenatal care, severe morning sickness, doctor-ordered bed rest, childbirth, recovery from childbirth, or any related medical condition.

• PDL can be taken before or after birth during any period of time the woman is physically unable to work because of pregnancy or a pregnancy-related condition.

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Length of Leave

• An employee disabled by pregnancy is entitled to up to four months disability leave per pregnancy. (Gov. Code, § 12945, subd. (a); (Cal. Code Regs., tit. 2, § 7291.7, subd. (a).)

▫ A woman is “disabled by pregnancy” if, in the opinion of her health care provider, she is unable because of pregnancy to work at all, or is unable to perform any one or more of the essential functions of her job or to perform these functions without undue risk to herself, the successful completion of her pregnancy, or to other persons. (Cal. Code Regs., tit. 2, § 7291.2, subd. (g).)

▫ “Four months” means the number of days the employee would normally work within four months. (Cal. Code Regs., tit. 2, § 7291.2, subd. (l) & § 7291.7, subd. (a)(1).)

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Length of Leave (cont.)

• PDL does not need to be taken in one continuous period of time. (Cal. Code Regs., tit. 2, § 7291.7, subd. (a)(2)(B) & § 7291.7, subd. (a)(3).)

▫ PDL may be taken intermittently on an as-needed basis. (Cal. Code Regs., tit. 2, § 7291.7, subd. (a)(2)(B) & § 7291.7, subd. (a)(3).)

• PDL also may be taken as a reduced work schedule.

• All leave taken in connection with a specific pregnancy counts toward computing the four month period.

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• Length of PDL may be modified as a woman’s changing medical condition dictates.

▫ If a woman desires to return earlier than agreed, an employer must reinstate her within two business days of her notice.

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Notice to employer• If possible, an employee must provide her

employer with at least 30 days advance notice of the date for which the pregnancy disability leave is sought and the estimated duration of the leave. (Gov. Code, § 12945, subd. (a); Cal. Code Regs., tit. 2, § 7291.10, subd. (a)(2).)

• Notice should be given for planned medical appointments and of the expected date of birth.

• Verbal notice may be sufficient if it makes the employer aware that the employee needs PDL, and of the anticipated timing and duration of the PDL. (Cal. Code Regs., tit. 2, § 7291.10, subd. (a)(1).)

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Notice to employer (cont.)

• If 30 days advance notice is not possible due to a change in circumstances or a medical emergency, notice must be given as soon as practical. (Gov. Code, § 12945, subd. (a); (Cal. Code Regs., tit. 2, § 7291.10, subd. (a)(3).)

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Certification of Disability• The employer may require the employee to obtain a

certification from her health care provider of her pregnancy disability. (Cal. Code Regs., tit. 2, § 7291.2, subd. (d).)

• The employer may require the certification include:▫ The date on which the employee become disabled due to

pregnancy;▫ The probable duration of the period or periods of disability;

and,▫ A statement that, due to the disability, the employee is

unable to work at all or is unable to perform any one or more of the essential functions of her position without undue risk to herself, the successful completion of her pregnancy, or to other persons.

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Pay and Benefits During PDL

• PDL is unpaid time off.

• Employer may not require employee to use vacation time, but may require employee to use accrued sick leave.

• Employee may chose to use accrued vacation, sick leave, or any other accrued time off.

• Employer need not maintain health insurance or other benefits except to extent it does so for employees on other unpaid leaves for temporary disabilities.

• PDL is not considered “break in service” for seniority or retirement purposes.

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Employer’s Own Short Term Disability Leave

• If an employer has a more generous leave policy for other temporary disabilities than is required under FEHA, the employer must provide such leave to employees temporarily disabled by pregnancy. (Cal. Code Regs., tit. 2, § 7291.7, subd. (b).)

•Employer policy must allow for at least four months leave.

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Return Rights After Leave

•After a pregnancy disability leave or transfer, employees are guaranteed a return to the same position and can request the guarantee in writing.

• If her same position is no longer available, such as in a layoff due to plant closure, the employer must offer a position that is comparable in terms of pay, location, job content, and promotional opportunities, unless the employer can prove that no comparable position exists.

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Defenses to Denial of Return Rights

•Employee would have lost her original position because of legitimate business reasons unrelated to her pregnancy, even if she had not taken PDL and no comparable position is available (e.g., layoff).

•Preserving the original or a comparable position would substantially undermine the employer’s ability to operate the business safely and efficiently.

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CFRA Baby Bonding Leave


Eligibility for Leave

• Employee must have more than 12 months of service. (Gov. Code, § 12945.2, subd. (a).)

• Employee have worked at least 1,250 hours in the 12 month period before the date the requested leave begins. (Gov. Code, § 12945.2, subd. (a).)

▫ An employee is anyone on listed on the employer’s payroll for 20 or more weeks of the current or preceding year, even if on leave.

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Length of Leave

• CFRA leave may be up to 12 work weeks in a 12 month period for the birth of a child.▫ If both parents work for the same employer, their

combined CFRA leave cannot exceed 12 weeks.

• CFRA baby bonding leave generally must be taken for a minimum of two weeks.▫ As with PDL, leave may be taken on an intermittent

basis if medically advisable.

• CFRA leave must be concluded within one year of the birth of the employee’s child.

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• If an employee is CFRA-eligible, she may take both PDL and CFRA leave for reason of birth of her child. (Gov. Code, § 12945.2, subd. (s).)▫ For example, an employee could take four months

PDL for her disability during pregnancy, and then take 12 weeks CFRA leave to bond with her baby.

▫ If an employee exhausts her four months of PDL before the birth of her child, she and her employer can agree to let her start CFRA leave early.

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•Notice to Employer

•The employer may require 30 days advance notice if the need for the leave is foreseeable.

• If not foreseeable, then notice must be given as soon as practicable.

•Employee must state a CFRA qualifying reason for the leave, but need not mention CFRA.▫ The birth of a baby is a “CFRA qualifying event.”

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Pay and Benefits During Leave

• Leave is unpaid.

• Employer must maintain health insurance benefits.

• Leave not considered “break in service” for seniority or retirement purposes.

• Employer may require employee to use accrued vacation.

• Employee may elect to use accrued vacation and sick time.

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Return Rights After Leave

• The employer may require employees returning from CFRA leave to provide a medical certification that they are able to return to work ONLY IF the employer has a uniform practice or policy of requiring such releases from other employees returning to work following illness, injury, or a period of disability.

• Employee must be reinstated to the same or comparable position upon returning from leave.▫ Employment in the same or comparable position is

“employment in a position that has the same or similar duties and pay that can be performed at the same or similar geographic location as the position held prior to leave.” (Gov. Code, § 12945.2, subd. (c)(4).)

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Defenses to Denial of Return Rights

• If the employer can prove that the employee would not have been employed at the time of the leave period.

• If the employer can prove that the employee is a “key” employee by showing all of the following:▫ The employee is salaried and among the highest paid

10% of all employees within 75 miles of employee’s work site;

▫ Refusal to reinstate is necessary to prevent “substantial and grievous economic injury” to the employer’s operations; and

▫ The employer notifies the employee of its intent not to reinstate as soon as the employer determines that refusal to reinstate is necessary.

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Reasonable Accommodation of

Pregnancy

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Reasonable Accommodation of Pregnancy

• In addition to guaranteed leave for pregnant employees, the FEHA requires covered employers to reasonably accommodate an employee’s pregnancy and related medical conditions to the same extent as it would accommodate other disabilities. (Gov. Code, § 12945, subd. (b)(1).)

• As with other requests for reasonable accommodation,▫ the employer is required to explore with the employee all

possible means of reasonably accommodating her pregnancy related disability prior to making any employment related decision.

▫ an accommodation is reasonable if it does not impose an undue hardship on the employer’s business.

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• Reasonable accommodation can include, but is not limited to, changing job duties or work hours, providing leave, relocating the work area, and/or providing mechanical or electrical aids.

• As an accommodation, and with the advice of her physician, an employee can request transfer to a less strenuous or hazardous position for the duration of her pregnancy. (Gov. Code, § 12945, subd. (b)(3); Cal. Code Regs., tit. 2, § 7291.6, subd. (a).)

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Certification

• An employer may require the employee to obtain a certification from her health care provider of the medical advisability for a reasonable accommodation. (Cal. Code Regs., tit. 2, § 7291.2, subd. (d)(2).)

• Certification should only be required to the same extent that certification is required in support of other requests for reasonable accommodation.

• The employer may require the certification include:

▫ The date the reasonable accommodation became medically advisable;

▫ The probable duration of the period or periods of the reasonable accommodation; and,

▫ An explanatory statement that, due to the woman's pregnancy, the reasonable accommodation is medically advisable.

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Posting of Rights

• All employers must provide information about pregnancy leave rights to their employees and post this information in a conspicuous place where employees tend to gather.

• Employers who provide employee handbooks must include information about pregnancy leave in the handbook.

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Reasonable Accommodation for Pregnancy in the Workplace Presented by Bruce W. Carter, Staff Counsel...

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