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Your email address will not be published.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

New York Maternity and Pregnancy: What you need to know

The New York Human Rights Law prohibits employment practices that discriminate on the basis of sex and sexual orientation. Discrimination based on sex has been interpreted to include discrimination because of pregnancy. The law covers employers with four or more employees (NY Exec. Law Sec. 290et seq.).
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!
Employers with four or more employees are required to provide reasonable accommodation to employees with pregnancy-related conditions. Pregnancy-related conditions are treated as temporary disabilities under the law (NY Exec. Law Sec. 292).
“Reasonable accommodation” means actions taken that permit an employee or prospective employee to perform his or her job, including but not limited to providing an accessible worksite, acquiring or modifying equipment, job restructuring, and modified work schedules, provided that such actions do not impose an undue hardship on the employer’s business.
“Pregnancy-related condition” means a medical condition related to pregnancy or childbirth that inhibits the exercise of a normal bodily function or that is demonstrable by a medically accepted clinical or laboratory diagnostic technique. In order to be covered, the reasonable accommodation must not prevent the employee from performing his or her job.
The employee must cooperate in providing medical or other information necessary to verify a covered pregnancy-related condition or the accommodation necessary. All medical information must be kept confidential.
According to guidelines issued by the New York State Division of Human Rights, disabilities caused or contributed to by pregnancy, miscarriage, abortion, or childbirth are considered temporary disabilities. This means that ...

>> 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 |

New York 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!