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Colorado Maternity and Pregnancy: What you need to know

The Colorado Antidiscrimination Act prohibits employment practices that discriminate on the basis of sex, including discrimination on the basis of pregnancy, childbirth, and related medical conditions (CO Rev. Stat. Sec. 24-34-402). The Act covers all employers, regardless of size.
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According to guidelines issued by the Colorado Civil Rights Commission, disabilities caused by pregnancy, miscarriage, abortion, and childbirth are considered temporary disabilities for all job-related purposes. This means that written and unwritten leave policies must treat pregnancy-related disabilities the same as other temporary disabilities are treated, with respect to such matters as duration of leave, availability of extensions, reinstatement, and health insurance coverage.
Some states have laws that require employers to grant employees time off for the birth or adoption of a child, but Colorado does not have such a law for private employers. However, most Colorado employers with 50 or more employees are covered by the federal Family and Medical Leave Act (FMLA). Employers with fewer than 50 employees are free to provide paid or unpaid leave or not, at their own discretion. Additional information on the FMLA is available.
Colorado regulations provide that state employees may take sick leave for the health needs of the employee's child who is under the age of 18 or an adult child incapable of self-care, parent, spouse, legal dependent, or a person in the household for whom the employee is the primary care giver. There are separate family and medical leave rules for state employees (CO Code Reg. Tit. 4 Sec. 801 Rule P-5-24et ...

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