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The CPARS applications are designed for UNCLASSIFIED use only.Classified information is not to be entered into these applications.Part II addresses the impact of the ADA's expanded definition of "disability" on employees with pregnancy-related impairments, particularly when employees with pregnancy-related impairments would be entitled to reasonable accommodation, and describes some specific accommodations that may help pregnant workers.Part III briefly describes other requirements unrelated to the PDA and the ADA that affect pregnant workers. In passing the PDA, Congress intended to prohibit discrimination based on "the whole range of matters concerning the childbearing process," Thus, the PDA covers all aspects of pregnancy and all aspects of employment, including hiring, firing, promotion, health insurance benefits, and treatment in comparison with non-pregnant persons similar in their ability or inability to work.

It describes the individuals to whom the PDA applies, the ways in which violations of the PDA can be demonstrated, and the PDA's requirement that pregnant employees be treated the same as employees who are not pregnant but who are similar in their ability or inability to work (with a particular emphasis on light duty and leave policies).

When she was three months pregnant, Germaine's supervisor told her that she would not receive a bonus.

Because the pregnancy was not obvious and the evidence indicated that the decision makers did not know of Germaine's pregnancy at the time of the bonus decision, there is no reasonable cause to believe that Germaine was subjected to pregnancy discrimination.

Soon after, pregnancy complications kept her out of the office for two additional days.

When Maria returned to work, her supervisor said her body was trying to tell her something and that he needed someone who would not have attendance problems. The investigation reveals that Maria's attendance record was comparable to, or better than, that of non-pregnant co-workers who remained employed.

SUBJECT: EEOC Enforcement Guidance on Pregnancy Discrimination and Related Issues PURPOSE: This transmittal covers the issuance of the Enforcement Guidance on Pregnancy Discrimination and Related Issues.

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