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Louisiana Maternity and Pregnancy: What you need to know

The Louisiana Fair Employment Practices (FEP) Act prohibits employment practices that discriminate on the basis of pregnancy, childbirth, or related medical conditions (LA Rev. Stat. Sec. 23:341–42).
The general rule is that employers are required to treat pregnant and nonpregnant employees the same for all employment-related purposes if the employees are similar in their ability or inability to work. This may include allowing pregnant employees to take disability, sick, or other accrued leave.
The Act’s provisions regarding pregnancy discrimination cover employers with more than 25 employees for 20 or more weeks within the current or preceding calendar years.
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An employer may not refuse to select a pregnant employee for a training program leading to promotion if the employee is able to complete the program 3 months prior to the start of her pregnancy leave.
Reasonable unpaid leave required. As noted above, the FEP requires employers to grant pregnant employees the same benefits or privileges of employment as granted to other workers similar in their ability or inability to work—this may include allowing the use of disability, sick, or other accrued leaves, if made available to other temporarily disabled employees.
The FEP also requires employers to grant unpaid leave for a reasonable length of time, not greater than 4 months, to employees who are affected by pregnancy, childbirth, or related medical conditions, even if similar leaves are not granted for other temporary disabilities.
These requirements cover employers with more than 25 employees for 20 or more weeks within the current or preceding calendar years (LA Rev. Stat. Sec. 23.341–42).
Six weeks of ...

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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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