Employment Law With Pregnancy In Washington
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You must tell them: you're pregnant. the date of the week your baby is due. when you intend to start maternity leave – this can be a specific date or a time related to the birth, such as the day after you give birth.
You must tell them: you're pregnant. the date of the week your baby is due. when you intend to start maternity leave – this can be a specific date or a time related to the birth, such as the day after you give birth.
Dear name of your employer / HR manager / line manager, I am writing to tell you that I am pregnant. My baby is due on date. I would like to start my maternity leave on date.
There is no law that requires you to inform your employer of your pregnancy at any specific time, but some jobs may have their own requirements. Check your award, agreement or contract. Despite this, it is a good idea to tell your employer you are pregnant before they hear it from somebody else.
The Healthy Starts Act is a Washington state law that gives many pregnant workers the right to accommodations at work related to bathroom breaks, food and drink, heavy lifting, sitting/standing, and other accommodations as needed.
First, the short answer: wait until your second trimester (unless you can't -- more on that in a minute), tell your boss first and then your team, and don't feel like you need to have your maternity-leave plans set in stone when you do.
The Healthy Starts Act is a Washington state law that gives many pregnant workers the right to accommodations at work related to bathroom breaks, food and drink, heavy lifting, sitting/standing, and other accommodations as needed.
You need to go over his or her head to the HR department. Write an email to corporate HR requesting a reasonable accommodation under the Americans with Disabilities Act for the duration of your pregnancy. This is practically guaranteed to solve your problem very quickly.
Although an employer has a general duty to accommodate pregnancy and disabilities, it is not a complete requirement. They can choose not to accommodate if it would place an ``undue hardship'' on the employer to accommodate.
