Ohio Maternity and Pregnancy laws & HR compliance analysis

Ohio Maternity and Pregnancy: What you need to know

The Ohio Fair Employment Practice Law prohibits employment practices that discriminate on the basis of pregnancy or any pregnancy-related illness or condition (OH Rev. Code Sec. 4112.01et seq.).
Women affected by pregnancy, childbirth, or related medical conditions must be treated the same for all employment-related purposes, including receipt of employee benefits, as are other employees who are temporarily disabled but similar in their ability to work.
The law covers private employers with four or more employees and all state and local government agencies, regardless of size.
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According to regulations issued by the Ohio Civil Rights Commission, if an employer has a leave policy, that policy must treat disability due to pregnancy or childbirth in the same manner as it treats other temporary leave.
Female employees may not be penalized because they require time away from work for childbearing. When a female employee would qualify for leave under the employer's leave policy, then childbearing must be considered a justification for a leave of absence for a reasonable period of time.
If an employer has no leave policy, female employees are entitled to take leave for a “reasonable period of time” for pregnancy and childbirth.
Following childbirth, and upon signifying her intent to return within a reasonable time, the employee shall be reinstated to her original position or to a position of like status and pay, without loss of service credits (OH Admin. Code Sec. 4112-5-05).
Employment policies regarding benefits and privileges of employment must be applied to disability due to pregnancy and childbirth on the same basis as they are applied to other ...

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