What is the name of your state? California
I'm not sure if this is in the right forum, if not, I apologize!
Anyway, I work for a company that requires injured employees (IOD or not) to sign a 90 day contract upon returning to work on light duty status. If the employee maintains light duty status for 90 days, he/she has to return to either 4850 time or disability leave (unpaid) until that person can return to full duty.
Recently, a female employee has been diagnosed with a high risk pregnancy. She is currently in her 3rd week of pregnancy. We have just learned that she has been granted a light duty assignment until she's granted maternity leave (FMLA), which, of course, is another 12 weeks.
We currently have several employees off, since their contracts have expired, either exhausting their 4850 time or in an unpaid status. Can there be a "double standard" due to the pregnancy issue?
I'm not sure if this is in the right forum, if not, I apologize!
Anyway, I work for a company that requires injured employees (IOD or not) to sign a 90 day contract upon returning to work on light duty status. If the employee maintains light duty status for 90 days, he/she has to return to either 4850 time or disability leave (unpaid) until that person can return to full duty.
Recently, a female employee has been diagnosed with a high risk pregnancy. She is currently in her 3rd week of pregnancy. We have just learned that she has been granted a light duty assignment until she's granted maternity leave (FMLA), which, of course, is another 12 weeks.
We currently have several employees off, since their contracts have expired, either exhausting their 4850 time or in an unpaid status. Can there be a "double standard" due to the pregnancy issue?
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