Claim your Copy of
Top 100 FLSA
Overtime Q&As
Your email address will not be published. Required fields are marked *

Louisiana Maternity and Pregnancy: What you need to know

Preferential treatment required for pregnancy leave. Louisiana is one of only a few states that requires preferential treatment for pregnant employees with regard to time off. The Louisiana Fair Employment Practices (FEP) Act requires employers to give unpaid leave for a reasonable length of time, not greater than 4 months, to employees who are disabled by pregnancy, childbirth, or related medical conditions, even if similar leaves are not granted for other temporary disabilities. The employee may use up any accrued vacation leave. Six weeks of leave must be granted for a “normal” pregnancy, and up to 4 months for more seriously disabling pregnancies. Employers may require “reasonable” notice of the date the leave is to begin and the estimated duration of the leave. The requirements on pregnancy discrimination cover only employers with more than 25 employees for 20 or more weeks within the current or preceding calendar years, although most other provisions of the FEP Act cover employers with 20 or more employees (LA Rev. Stat. Sec. 23.341).
For a Limited Time receive a FREE Compensation Market Analysis Report! Find out how much you should be paying to attract and retain the best applicants and employees, with customized information for your industry, location, and job. Get Your Report Now!
Family leave. Some states have laws that require employers to give male as well as female employees time off for the birth of a child, but Louisiana does not have such a law. However, Louisiana employers with 50 or more employees may have family leave obligations under the federal Family and Medical Leave Act (FMLA).
The FEP Act prohibits employment practices that discriminate on the basis of pregnancy, childbirth, or related medical conditions (LA Rev. Stat. Sec. 23:341 and 23:342). The general rule is that employers are required to treat pregnant and nonpregnant employees the same for all employment-related purposes if the ...

>> Read more about Maternity and Pregnancy

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

Louisiana Maternity and Pregnancy Resources

Maternity and Pregnancy Products

Free Special Reports
Get Your FREE Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Top 100 FLSA Overtime Q&As

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.
Download Now!

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

Download Now!