These benefits may be provided with or without pay, or not provided in any way, as long as all employees are treated equitably when they ask for temporary disability leave. This law demands that the same leave benefits made available to other employees with temporary disabilities be extended to women disabled by pregnancy. Public employers with 15 or more employees must comply with the Georgia Fair Employment Practices (FEP) Act. Georgia Fair Employment Practices (FEP) Act The Americans with Disabilities Act (ADA) is a national directive that requires employers to make practical accommodations for pregnant women who comply with eligibility guidelines. They must be treated equally with all other employees. The federal Pregnancy Discrimination Act (PDA) demands that expectant women's rights are protected while seeking employment and while legitimately employed. Federal Pregnancy Discrimination and Accommodations Laws The GFCA pertains to employers with 26 employees or more who work at least 30 hours a week that claim a child, spouse, parent, grandchild, or grandparent as a dependent on their latest tax return. This law dictates that employers that offer paid sick leave must permit all employees to use this leave privilege for the care of immediate family members, not just for personal injury or illness. The Georgia Family Care Act SB 201 (GFCA), often referred to as the "Kin Care" law, took effect on July 1, 2017.
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