Some of your key employee rights are covered on this page. Your employer may not require you to remain on leave until you give birth, and they must hold your job for you as long as they do for employees who take leave for other reasons. As coronavirus (CoVID-19) spreads in South Africa, employers and employees alike find themselves in unchartered territory. If you’re employed in Australia, the law protects you against discrimination. Fortunately, most jurisdictions, including South Africa, have well established legal principles (including the common law and legislation) which can guide employers and employees in dealing with the virus and the impact it has / will have in the workplace. This notice is a summary of your rights and obligations under the Fair Employment and Housing Act (FEHA). An employee can’t be discriminated against because she’s pregnant. Your employer cannot change your contract of employment because of pregnancy at work. For more information, or to file a complaint, visit: dhr.ny.gov/ or call the Division of Human Rights at 1-888-392-3644. The text of the All employers have specific obligations to safeguard the rights of their pregnant employees. Top Tip. Employee rights and obligations. Discuss with your employer any changes that need to be made so you can work safely during your pregnancy.
Unless you agree to it, changing your working terms of agreement would be in breach of the contract. You must do your job competently and follow workplace health and safety rules.
Pregnancy and work: your rights. EMPLOYEE RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-protected leave in a 12-month period for the following reasons: • The birth of a child or placement of a child for adoption or foster care; For more information about your rights and obligations as a pregnant employee, contact your employer, visit the Department of Fair Employment and Housing's Web site atwww.dfeh.ca.gov, or contact the Department at (800) 884-1684. Common ways to accommodate pregnant employees include more breaks, different start and finish times, provision of a car space, ensuring employees can have toilet breaks as needed and a chair to sit on if the job usually involves standing up for long periods of time. You must also stay within the conditions of your visa. This means that an employee can’t be fired, demoted or treated differently to other employees because she’s pregnant. Example: Discriminating against a pregnant employee. Melissa is a full-time employee and works in a clothing store.


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