Who Pays For Maternity Leave?
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Who Pays For Maternity Leave?
The question of “who pays for maternity leave” is a common one that most employees are faced with when they sign on with a new company. This is especially true with smaller companies whose revenues are actually directly tied to the profitability of the firm. As a rule, it’s not a very popular decision to hire an employee to take maternity leave. Most female employees do so because they want to be able to pursue a career of their own. If the company is small and not worth very much, there is no need to give them any type of benefit while they are pregnant.
However, this isn’t always the case. In some cases, companies may be forced to give their female employees maternity leave benefits in order to stay competitive in the job market. For example, a highly competitive field such as technology sales may require a large number of female employees in order for the business to stay afloat. If the maternity leave benefits aren’t granted, then the company could be forced to hire someone in order to keep the staff functioning properly.
When an employer does decide to give benefits, what happens to the rest of the workforce? This is where the question “Who pays for maternity leave” gets tricky. In most cases, companies aren’t legally required to cover costs associated with maternity leave. Some employers voluntarily shoulder these costs, but many others are bound by either federal or state law to do so. In either case, the employee doesn’t get anything in return for refusing to comply with the terms of these policies.
In addition to potential benefits, some states have passed laws requiring employers to allow their female employees to use their facilities during maternity leave. While it may be illegal to deny a woman access to her own bathroom during this time, companies may choose to follow local ordinances that require separate restrooms for men and women. Some even have separate shower areas or separate changing rooms. Female employees may have equal rights to privacy in the workplace as male employees, but employers need to realize that female employees are also likely to feel uncomfortable about sexual harassment or hostile work environments more so than male employees.
Employers may not deny pregnancy-related benefits to any of their female employees. It is perfectly fine for them to ask questions about whether a potential employee is eligible for benefits. Federal regulations outline specific guidelines that employers must follow, including determining whether a potential applicant is eligible based on a recent pregnancy. Moreover, the guidance says that employers may not discriminate against a pregnant worker just because she’s a woman. The guidelines also outline specific remedies, which include monetary penalties.
Finally, employers may not make any exception for employees who’ve previously worked in another employer’s place of business. Federal regulations outline specific reasons that this could happen, including a history of sexual harassment within the workplace. Female employees of large companies may very well sue their former employers for violating Title VII’s ban on sex discrimination. Additionally, companies could be held liable for injuries occurring while they’re liable for hiring someone who was injured on the job. This could put some employers at risk for damages and even force them to turn over their exemption to the Fair Labor Standards Act so employees can sue for equal pay.