Is There Any Accommodation I Can Receive Based on My Pregnancy During the Pandemic?

The pandemic is still going strong, and it’s been a while since we last heard from the government on what they’re doing to help people. We all know that pregnant women are at risk for numerous complications because of the virus, but most of us don’t know how to get any unique accommodation. In this article, you’ll learn about your options for different types of accommodations based on your pregnancy status.

* Are you pregnant? * If so, what can you do to get accommodations during the pandemic?
Some people assume that if they are visibly pregnant, it’s an automatic “yes” for accommodation. Unfortunately, this isn’t true because there is a chance your pregnancy could end in miscarriage from being exposed to the virus. Most companies will not even entertain this idea until after the baby is born and given a clean bill of health by their OBGYN.
Many women choose to stay home with family or friends out of fear of losing their child while working during a public crisis like this one. This works well if someone has already offered up their home as shelter, but not everyone does have that luxury, unfortunately.
Pregnant women are more at risk during the pandemic for different complications that may arise throughout their pregnancy. Some of these include:
* Miscarriage
* Stillbirth
* Preterm labor and birth (before 37 weeks)
* Low birth weight newborns (Below 2500 grams or about five pounds).

What are my rights?


Two government laws originated before the pandemic that could cover pregnant employees during this time—first, the Pregnancy Discrimination Act of 1978 and secondly, the Americans With Disabilities Act.
As indicated by the P.D.A., your boss is needed to give you work environment facilities if the business has at least 15 representatives, and it has given comparative facilities to nonpregnant representatives.
The Pregnancy Discrimination Act means that companies cannot discriminate or deny employment opportunities to women simply for being pregnant in most cases. If a woman gets fired because she’s pregnant, her employer considers discrimination, and she could face legal action if brought up in court. This doesn’t mean you can choose not to come to work every day during your pregnancy, though! It would help if you still meet deadlines and quotas like everyone else, but you don’t have anything to worry about when meeting these goals. Companies aren’t allowed under law to take away certain privileges from their employees based on pregnancy status so keep all your tasks and deadlines to your best ability.
Pregnant women are also protected by the Americans With Disabilities Act, which means that employers are responsible for providing accommodations for specific disabilities. If you’re pregnant in this time of crisis, it qualifies as a “disability” under the A.D.A. because there is no way to avoid being exposed to the virus simply due to where you live or work. You may not know what type of accommodation they will be providing, but companies must give something to find out from them!
For these laws to apply, though, an employer needs proof from their employee showing how pregnancy has been causing issues with her job performance. This could include doctor’s notes saying she cannot lift heavy objects during pregnancy or have complications that make it hard to stand for long periods. Once there is proof, the company must accommodate their employee somehow and give her a reasonable amount of time to fulfill these requirements while still keeping up with deadlines and quotas.

What accommodations are reasonable?


This depends on the company and its policies, but some things can be done to help pregnant employees. Some companies will allow women to work from home instead of coming into the office every day, while others may let her come in for a half or even a quarter of the usual hours she would typically have been working. Other accommodations could include -Allowing an employee more bathroom breaks throughout the day,
-Getting chairs with good back support if needed,
-Letting them use other equipment like st or platforms to make standing more accessible or give them a stool to sit on for short breaks.

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