Protection During Pregnancy
Work and pregnancy.
Reducing the Risks continued...
Cindia Cameron, who supervises the hot-line staff for 9 to 5, the National
Association of Working Women in Atlanta, Ga., gets a lot of calls asking about
light duty. "The news isn't good," she says. "You'd think that
since light duty is offered to people with bad backs and broken legs, it would
also be offered to pregnant women. But it isn't." A Texas federal court
recently upheld Continental Airlines' decision to restrict light-duty
privileges to people with work-related injuries, Cameron says. Pregnant flight
attendants and baggage handlers have to keep slinging suitcases or take unpaid
In the final analysis, the decision to work during pregnancy is yours. You
can't hold an employer liable for medical problems that develop -- even when
your doctor has advised you to quit work or change the kind of work you do
during a problem pregnancy, Mozurkewich says. Worker's compensation covers
clear-cut on-the-job injuries, but the issue becomes murkier with pregnancy
complications, which cannot be linked to a specific work incident. Such claims
are usually contested and may become caught up in court appeal after court
Instead of threatening legal action, negotiate for fair treatment clearly
and respectfully and you may well get some kind of concession, Cameron says.
There's also strength in numbers: Talk to other people in your company to find
out who shares your concerns and will support your grievance.
If you can't get light duty, try to take days off as you need them,
Mozurkewich says. A 1989 French study of female factory workers showed that
those who took sick days periodically during their third trimesters had lower
preterm birth rates than those who worked without breaks.
Protection During Pregnancy
Unfortunately, there aren't enough laws that protect working women during
pregnancy. The Pregnancy Discrimination Act of 1978 requires companies
employing 15 people or more to treat pregnancy just like any other disability
and to cover it under short-term disability plans. But most companies don't
offer short-term disability insurance anyway, Cameron says. She recommends that
women investigate their company's policies before asking for assistance.
"Then document any experience you've had with light-duty jobs and make a
case that you are valuable to the company."
Some companies do offer disability leave, and Social Security also offers
disability insurance to women with problem pregnancies. You may be eligible if
your doctor determines that your pregnancy is particularly difficult or if
medical conditions you had before are exacerbated by your pregnancy. Ask your
doctor for a letter documenting your case to take to your company's human
resources department or to the local Social Security Administration office.
Using Family Medical Leave
What if your doctor says no lifting and your boss won't budge? "You'll
have to use family medical leave early," Cameron says. "The trouble is
you'll lose time you could use after your child is born."