If an employee is temporarily unable to perform her job because of pregnancy, she must be treated in the same manner as any other temporarily disabled employee. For example, if an employee must call in sick because of a pregnancy-related illness, she cannot be subjected to termination if the employer routinely lets non-pregnant employees take sick days or disability leave. Similarly, if an employer makes accommodations (such as permitting light duty, modified work tasks, alternative assignments, or working from home) for temporarily disabled employees, the same types of accommodations must be granted to pregnant employees who need them. A pregnant employee is entitled to the same level of rights, benefits, and reinstatement privileges given to other workers with temporary disabilities. If you are being singled out for unfavorable treatment because of pregnancy or a pregnancy-related medical condition, there are five important measures that you can take to preserve your job and to protect your legal rights if you decide to file a lawsuit against your employer: 1. Leave a paper/email trail of all occurrences.It is in your best interest to create a contemporaneous record of every communication and incident that relates to the discrimination that you are experiencing.
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The High Price of Childhood Pregnancy
There are currently approximately 680,000 births to adolescent mothers in developed countries annually, with nearly half of those occurring in the United States. The additional costs to U.S. taxpayers for increased health care and foster care, as well as the costs generated by the increased incarceration rate of children of adolescent mothers, is estimated to total nearly $11 billion per year. Adolescent pregnancy diminishes the life opportunities of girls everywhere, but the cost goes beyond the burden borne by the girls themselves.
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Study: Black students with black teachers reduces teen pregnancy
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