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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 employees may use accumulated sick leave and annual leave for maternity leave if they specifically request it (AR Code Sec. 21-4-209).
Private employers. There is no Arkansas law requiring private employers to provide family leave for their employees. If family leave is promised, however, employers may have a legal obligation to grant it.
Public employers. 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 ...

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