Federal FEM Case Study

Organizations establish reference management systems to meet three broad purposes: strategic, administrative, and developmental (None, 2011). When an employee announces she’s pregnant, her employer had better be aware of the federal pregnancy discrimination law, state maternity leave laws and the employee’s right to FEM. and pregnancy disability leave (Maternity, 08). Under the law, you can’t deny a woman a Job or a promotion merely because she’s pregnant or has had an abortion. Nor can you fire her because of her condition or force her to go on leave as long as she’s physically capable of performing her Job (Maternity, 2008).

In short, the law requires you to treat pregnant employees the same as other employees on the basis of their ability or inability to work. That means you must provide the same accommodations for an expectant worker that you do for any employees unable to perform their regular duties. In addition, the PDA requires you to provide sick leave and disability benefits on the same basis or conditions that apply to other employees who are granted leave for a temporary disability. Women who take maternity leave must be reinstated under the same conditions as employees returning from disability leave (Maternity, 2008).

When an employee becomes pregnant, her employer must also consider her right to take leave under the federal FEM.. Eligible employees can take up to 12 Knees of unpaid, Job-protected FEM. leave for the birth, adoption or foster care of a Child; caring for a child, spouse or parent with a serious health condition; or convalescence after an employee’s own serious health condition. To qualify for FEM. leave, an employee must have worked for the same employer for at least 12 months not necessarily continuously) and clocked at least 1 ,250 hours of service (slightly more than 24 hours per week) during the 12 months leading up to FEM. leave

Scheduling your workplace review before your maternity leave watering-y, 2008). IS a better choice than having a performance review while on maternity leave. Why? Maternity leave is Just that: leave. While you should stay connected with your place of employment while you are on leave, you don’t actually need to be there. This is your leave to take care of yourself and your baby. Your focus may not be on work if you schedule a review during your leave (Chat, 2006). Since maternity leave covers leave after the birth while you are not actively working, scheduling your leave during this time is a bad idea.

Mothers with newborns are notorious for little sleep and trouble focusing–not the best time for a review. Many new mothers change their mind about their work goals or are unclear about returning to work. These are issues {oh need to fugue out before a review, not during. Having a review during a time of new thought can result in a mom agreeing to terms she doesn’t want or taking on Nor she hasn’t had sufficient time to think over (Chat, 2006). Say your boss or Ho do decide to schedule a review while you are on leave. Some employers have misconceptions about pregnant women or new mothers in the workplace.

Typical terms you may hear include: Unrecognized, lost her focus, lost her work drive, or not the best person tort the Job anymore. It an employer is using the terms above in a negative way, it’s not k. There are ways you can look like a stellar employee during {Our maternity leave and receive a great review whether you are on leave or not Chitchat, 2006). Be the ultimate planner. This means line up all your ducks in a row before you ever go on leave. This includes things such as: Review the national leave policy and both your state and company leave policy.

Tell your supervisor about your regency before you tell your co-workers. Write up a plan that sufficiently breaks down your workplace tasks and show who will cover what while you are on leave. This step is negotiable if your company hires a temporary replacement. Decide if you can continue to contribute to the workplace (and if you want to) during your maternity leave. Can you telecommute part-time or make conference call meetings? Create a Marketplace map. This means you write down how someone else can easily navigate {our office. Where are the files from 2003? Is their more than one client contact list hiding somewhere?

Make sure regular clients or customers know that you’ll be on leave and give instructions on which they should contact while you’re gone. Set your email to automatically forward to the new temp, your home office, or your supervisor. Finally, dress to impress and find great professional maternity clothes or even a maternity business suit if appropriate (Chat, 2006). Doing all this and more can help you not only prepare well for enjoying a stress-free maternity leave, but it can also show your boss that you are a seriously efficient and responsible employee even though you’re taking leave (Chat, 2006).

What makes this case study so important to human resource management is that if I were working in the Human Resource Department I would decide to adopt a formal maternity/paternity leave policy, make sure it complies with federal and state regulations. Since some state laws grants employees more generous leave and may apply to smaller employers than the FEM., and to make sure my attorney reviews my policy before I disseminate it to employees. Rhea importance of this article is to educate soon to be mothers and employers in how to better communicate with each other and know the regulations of the law and abide by them.

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