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Pom Pom. Simon Appel. Thomas Pomarelle. Blackboxx - branding skinn branding agency. As a private employer with 50 or more full-time employees, you need to comply with the Family and Medical Leave Act FMLA.

The FMLA requires businesses to allow new mothers to take unpaid maternity leave up to 12 weeks while guaranteeing that she will have a job when she returns, either in the same position, or one similar.

However, if you employ fewer than 50 full-time employees, under federal law, you have no obligation to provide maternity leave. For example, both California and Oregon are examples of states with paid sick leave laws that can be applied during maternity leave.

All other leave referred to in the below table refers to unpaid leave, similar to a leave of absence. Source: www. As the employer, you are required to provide her adequate break time and a clean, private place to pump.

Compliance with this law is required for all employers regardless of size. However, if you have fewer than 50 employees and can prove an accommodation provides an undue hardship on your business, you may be exempt.

An undue hardship is defined as, for example, needing to do construction on your employment site to provide a private room for pumping.

You can find more information about complying with the law from the US Breastfeeding Committee. Here are 5 options for customizing a maternity leave policy for your company.

We recommend a combination of these options to support your business and truly care for your employees in a fair and inexpensive way while creating a great company culture.

Consider offering a set amount of unpaid leave such as a minimum of 4 weeks and a maximum of 12 weeks 12 weeks is what FMLA allows.

Allow new moms to work from home once they feel well enough to do so. Stay in touch with the new mom as her desire to work from home may change once the baby arrives.

In addition, you may need to provide her with work from home tools such as a cell phone, internet, and computer. Provide a flexible work environment and flexible schedule, such as part-time, or fewer, longer days that add up to her regular hours.

Or consider allowing the new mom to come in as she is able once recovered from the delivery. Some businesses let new moms bring infants under 6-months old into the office.

This can be a great perk for employees who value family and is at no cost to you as the employer. You may want to review our guide on offering Disability insurance.

You can offer paid maternity leave, which is becoming more popular, although not yet as common in the US as in other countries.

Some ideas for reasonably-priced paid maternity leave include:. After developing and providing employees with a copy of your policy, consider having every employee sign and date the policy, update your employee handbook and document their acknowledgement in their personnel files electronic or paper is fine like any other policy, such as sexual harassment.

Disclaimer: We spend hours researching and writing our articles and strive to provide accurate, up-to-date content. However, our research is meant to aid your own, and we are not acting as licensed professionals.

We recommend that you consult with your own lawyer, accountant, or other licensed professional for relevant business decisions.

Click here to read our full disclaimer. Like any undisclosed medical condition, you may not ask her about it nor take action of any kind.

Legally, a pregnant woman does not have to disclose her pregnancy to her employer. You also cannot force an employee to take maternity leave if she does not want to.

Your new employee is just as protected by the federal anti-discrimination legislation as the employee who has been with you for 10 years.

Even though your employee is new, she should be treated equally to other employees. However, she is not eligible for FMLA leave until she has been employed by you for one year unless your business is located in one of the states with unique requirements shown in the chart above.

Finally, this is when having a set maternity policy in your employee handbook can benefit you; you can review your maternity leave policy and plan on a successful work environment that accommodates her needs, as is legally sound.

Unfortunately, this is a tricky situation. If you need to terminate the employee, you will want to have thorough documentation of any performance issues, so you can defend yourself in a potential lawsuit if she claims wrongful termination.

However, we recommend you consult your attorney. A better option would be to provide coaching and training on her work performance and continue to document performance issues.

Then, if those issues continue after her maternity leave is over, consider waiting a minimum of months after your employee has returned to work before considering letting her go.

Always document performance review meetings, coaching sessions, training, and discuss with your attorney prior to taking action. But should you?

Given the litigious nature of the issue, we recommend you work with her to create a plan that suits both the business and her needs. Is she willing to work part-time, remotely, or consider a flexible schedule?

Can she help you to recruit for a temporary replacement? Are you willing to allow her to bring her infant to work for a few months?

There are many options you can both consider. Although as a small business, you could deny her maternity leave, consider how she will feel and how your other employees will perceive your action.

Is losing her as a business partner worth the fight? Are you willing to damage your employer brand? Have you no other options to cover her workload so that she can have quality time for her health and her new baby?

It depends. If you employ fewer than 50 people, you have no obligation to guarantee your pregnant employee that she will have her job when she returns to work.

However, if you have a policy which states that you provide maternity leave, or if you allow other disabled people to take an extended leave of absence, then you must abide by your policy and precedent.

These days, many states have reframed maternity leave laws as parental leave, which includes paternity leave for fathers. Laura Handrick specializes in the full cycle of human resource topics from recruiting to talent management.

She holds SHRM certification as a Senior Professional in Human Resources SPHR , a Master's in Educational Technology from San Diego State , and is certified as an International Franchise Executive through the IFA.

She has worked with small business owners and managers as a business coach and served as the HR director in Fortune companies.

As of , many states are adding paid leave laws that require employers to provide paid or unpaid sick leave as well as parental leave.

Please check your states labor law website for additional details. For example, as of , those employing workers in Wash D. Here are some updates since the article was written according to SHRM.

This article was so helpful, Laura — thanks so much for sharing all the info, links, and templates. Very much appreciated! Hi Lauren—are you seeing a push for calling the leave a parental leave vs maternity leave for non fmla leaves to prevent discrimination?

However, we do have an article and leave template that covers daddies too. Perhaps we need to write a generic article on non-FMLA parental leave to prevent discriminating against either female or male gender, especially since these leave policies apply to adoption of a child, which can be done by a person regardless of their gender identification.

Thanks for your thoughtful question! I appreciate your article so very much, and thank you! Would you happen to have any guidelines on an HR plan if an employee goes into labor while at work?

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