Vermont Pregnancy Laws
Posted by Courtney
This northeastern state has some of the more extensive regulations governing Vermont Pregnancy Laws. Private employers with 10 or more workers are required to give up to 12 weeks of leave per year for an employee’s pregnancy, to care for a newborn, or to care for a newly-adopted child under age 16 within the first year after placement. Leave can be used during pregnancy and after the baby is born. Those who work in companies with at least 15 employees are eligible to take 12 weeks of leave per year to care for a spouse or partner with a maternity-related disability.
Under Vermont Pregnancy Laws, state employees are entitled to four months of unpaid parental leave. Agencies that employ 10 or more workers must provide employees with up to 12 weeks of leave per year for an employee’s pregnancy, to care for a newborn, or to care for a newly adopted child under age 16 within the first year after placement. As with workers in the private sector, leave can be used during pregnancy and after the baby is born. State agencies with at least 15 employees must provide up to 12 weeks of leave per year to care for a spouse or partner with a maternity-related disability.
Vermont also has state requirements for family leave to attend a child’s educational activities. When thinking about Vermont Pregnancy Laws, it may be best to look at the federal guidelines. The first law to protect new parents was the Pregnancy Discrimination Act (PDA), an amendment to the Civil Rights Act of 1964. The PDA was passed in 1978 and makes it illegal for employers to fire, refuse to hire, or deny a woman a promotion because she is pregnant.
The law also prohibits an employer from treating a pregnant woman differently than any other employee who becomes sick or temporarily disabled. If the employer provides benefits such as paid sick days or disability, it must cover pregnancy-related disability and recovery from childbirth.
The Family & Medical Leave Act (FMLA) was passed in 1993. This federal law allows new parents, both moms and dads, to take time off after the birth or adoption of a child without fear of losing their jobs. The FMLA protects working women and men who have been with the same employer for at least one year and have worked for at least 1250 hours over the course of that previous year. The FMLA only covers employees at companies with 50 or more workers.
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