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Michigan Maternity and Pregnancy: What you need to know

Michigan's Civil Rights Act prohibits employment practices that discriminate on the basis of sex, which includes pregnancy, childbirth, or a medical condition related to pregnancy or childbirth, that does not include nontherapeutic abortion not intended to save the life of the mother (MI Stat. Sec. 37.2202). The Act covers all employers (MI Stat. Sec. 37.2201The Act also prohibits employers from treating individuals affected by pregnancy, childbirth, or related medical conditions differently than individuals who are not so affected but who are similar in their ability or inability to work. The law applies to all employment-related purposes.
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As a general rule, employers must treat employees who are affected by pregnancy in the same way as employees with temporary disabilities are treated. 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.
Under the federal Pregnancy Discrimination Act, employers are required to treat women affected by pregnancy and its related conditions (i.e., deliveries, miscarriages, abortions) in the same manner as they would any other employee with a temporary disability for insurance and other employee benefit purposes. The Act applies to employers with 15 or more employees.
There is no Michigan law requiring public or private employers to provide family leave for their employees. If it is promised, however, employers may have a legal obligation to grant it.
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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.
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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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