The term reasonable accommodation can seem ambiguous, making Minnesota workers question exactly what it means in terms of helping them continue to work during a medical situation. When it comes to pregnancy, employers are required to provide reasonable accommodation so the employee can continue to work until they take maternity leave. Understanding what this means can ensure that pregnant employees are aware of their rights.
Understanding the law
The term reasonable accommodation is referred to in the Americans with Disability Act. It outlines how an employer should treat employees who are pregnant, have recently had a child, or are dealing with a similar health condition. The law offers guidance about giving employees flexible hours, allowing more time to sit down during the workday, providing closer parking, and allowing more bathroom breaks. It also allows employees to be excused from activities that are not considered safe during pregnancy.
Employers are not permitted to discriminate against a pregnant employee. They may not require an employee to take leave or accept an accommodation. Pregnant employees or those who have recently given birth cannot be retaliated against or discriminated against due to their condition.
Pregnancy discrimination is unlawful
Pregnant workers must be aware of their rights to protect themselves and their unborn children. Employers must provide reasonable accommodation to those who are pregnant, have recently given birth, or are in a similar health condition. Any employee who feels that they were discriminated against in any way due to their health condition can benefit from consulting a Minnesota employment law attorney. An attorney can answer questions and help one understand their legal options in seeking compensation for discrimination.