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Arkansas Maternity and Pregnancy: What you need to know

The Arkansas Civil Rights Act prohibits employment practices that discriminate on the basis of gender (including pregnancy, childbirth, and related medical conditions).
This means that employers must ensure that their policies do not negatively impact one sex more than another and that employers must treat employees who are affected by pregnancy in the same way as employees with disabilities.
The Act covers employers with nine or more employees (AR Code Sec. 16-123-101 et seq.).
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As stated above, employers covered by Arkansas's Civil Rights Act must provide the same leave benefits to women affected by pregnancy as are provided for other temporarily disabled employees. This means that whatever an employer does in regard to temporary disability leave—offer leave with or without pay, or not at all—employees affected by pregnancy must be treated the same as temporarily disabled employees in their requests for time off.
Public employers. Public employees may use accumulated sick leave and annual leave for maternity leave if they specifically request it (AR Code Sec. 21-4-209).
Additionally, the Arkansas Uniform Attendance and Leave Policy Act requires that public employees receive paid sick leave for sickness or injury, for medical, dental, or optical treatment, or for the death or serious illness of an immediate family member. Sick leave may not be granted for slight illness not incapacitating the employee for the performance of his or her regular duties. Each permanent or probationary employee is entitled to sick leave with full pay computed on the basis of 1 day for each complete month of service, including the probationary period (AR ...

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We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave

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