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Your Boss Knows You Are Pregnant! March 12, 2013 |
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ Employee Rights News You Can Use ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ Filtering software may prevent you from receiving your issue of Your Basic Employee Rights eNews! To ensure that you never miss an email from us, please add us to your whitelist. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ Date March 12, 2013!! Issue #48 ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
The following our some important Q&A every employee should know regarding pregnancy discrimination. Can a pregnant employee be transferred to a lesser paying position? According to the U.S. Supreme Court the answer is NO. Does the employer have to provide fringe benefits for abortion along with other covered medical conditions? All fringe benefits like sick leave covering other medical conditions must cover abortions too. Can pregnancy disability insurance benefits be applied exclusively to married employees? The answer is NO. Unmarried female employees who become pregnant MUST be covered also. Must pregnant employees use any vacation time before collecting disability pay or sick leave? The employer can require that vacation benefits be used first. Is it legal for an employer using a set amount of time to keep a female employee from returning to work after pregnancy? NO. Your boss can't regulate when you can return after giving birth. Does the employer's health insurance plan have to pay for the pregnancy related expenses of spouses of male employees? If the health insurance plan covers medical expenses of spouses of female workers it has to to also cover those of male employees. This includes pregnancy. How does pregnancy related medical expenses have to reimbursed in a specific way? Reimbursement of pregnancy related medical expenses MUST be paid according to the reimbursement policy associated with other types of medical expenses. Can the employer require a different deductible amount for pregnancy related conditions than other medical condition costs? NO. The employer can't add or change pregnancy coverage either as required for inclusion or payment of pregnancy expenses when they happen. policy associated with other types of medical expenses. Can the employer require a different deductible amount for pregnancy related conditions than other medical condition costs? NO. The employer can't add or change pregnancy coverage either as required for inclusion or payment of pregnancy expenses when they happen. These are a few of the issues facing employees who are pregnant or will become pregnant. For more info on pregnancy discrimination follow this link; ====> http://tinyurl.com/cqe8bjd Watching your employment back till next time... Yancey ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ Employee Rights Educator, Coach,
Trainer, Advocate, Internet Business Presence Consultant
================================================= Are you a SALARIED or HOURLY employee? Are you "EXEMPT or "NON-EXEMPT"? Not Knowing could be COSTING YOU M.ON.EY!! ====> http://tinyurl.com/3zz84rd ================================================= If you need an answer to an employee rights or other legal question, get an answer here F*REE! ===> http://tinyurl.com/3gughbu ================================================== Can I Interest You in an Extra $250.00 a Day...?
====> http://tinyurl.com/4ywdmef ================================================= Here's a Special Free Video Series ($97 Value) This resource has been a tremendous help to my blogging efforts. =====> http://tinyurl.com/3b7jvft ================================================= SHARE YOUR THOUGHTS and INTERESTS! ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ If you find the info useful please recommend signing up for this newsletter to anyone you know that works for a living, they will thank you for it! http://tinyurl.com/3zcc6dr This newsletter is designed for YOU! Let us know what workplace issues concern you the most. Follow this link: http://tinyurl.com/6wp5slp ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ I HAVE CONSTANT BASIC EMPLOYEE RIGHTS TWEETS ON TWITTER AT; http://twitter.com/employeerights1 or http://twitter.com/employmentright or http://twitter.com/360feedback1 or http://twitter.com/fmlarights or http://twitter.com/workplacebully ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ CONTACT US Email: newsletter@you-can-learn-basic-employee-rights.com
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ PUBLISHING SCHEDULE Your Basic Employee Rights eNews is published the first week of the month, 12 weeks per year. From time to time we will publish special features that affect employees in the workplace. We may also offer third party resources that will be of benefit to you our valued subscriber. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ DISCLAIMER Note: Any and all information provided within this Newsletter/Ezine is for educational and general information purposes only. It is NOT INTENDED as legal advice. Please review this specific disclaimer; www.you-can-learn-basic-employee-rights.com/disclaimer ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ Written by Yancey Thomas Jr. Owner, You-Can-Learn-Basic-Employee-Rights.com (c)copyright 2012 You-Can-Learn-Basic-Employee-Rights.com ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ |
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