Idaho Maternity and Pregnancy: What you need to know

The Idaho Human Rights Act prohibits employment practices that discriminate on the basis of sex (ID Code Sec. 67-5901et seq.). As a general rule, employers must treat pregnancy-related conditions the same as they treat other types of temporary disabilities for all employment-related purposes, including leave and other benefits. The Act covers private employers with 5 or more employees, government agencies, labor organizations, and employment agencies.
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Generally, employers must treat pregnancy-related disabilities the same as other temporary disabilities regarding time off. This includes the commencement and duration of a leave of absence, the availability of extensions, the accrual of seniority and other benefits while on leave, and job reinstatement. An employee disabled by pregnancy is allowed to use her sick leave in the same manner as any other employee with a temporary disability.
The federal Family and Medical Leave Act (FMLA) allows up to a 12-week, unpaid leave of absence for the birth of a child or the placement of a child with the employee for adoption or foster care. The FMLA affects private employers with 50 or more employees and all public employers regardless of size.
State employers are required to treat disabilities caused by pregnancy, childbirth, or related conditions as temporary disabilities. The State Personnel Commission Rules state that the employee's physician is the sole authority in determining the disability period in regard to compensable sick leave. Maternity leave preceding or following the time of disability is leave without pay unless the employee chooses to use accrued ...

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