Washington Pregnancy Laws
Posted by Courtney
As in many states, federal laws, especially the Family and Medical Leave Act, directly guide the procedures for Washington Pregnancy Laws. When it comes to Washington Pregnancy Laws, workers may use paid leave to care for a newborn or newly adopted child as well as a seriously ill family member. This rule also applies to a spouse with a pregnancy related disability or who is recovering from childbirth.
Unlike many states, Washington Pregnancy Laws cover all employees, regardless of the size of the workforce. The Washington Family Care Leave law covers all workers in the state of Washington who are eligible to use paid sick leave. There is no minimum service requirement. Many Washington workers are entitled to job protection for the period of disability due to pregnancy and childbirth.
Under Washington Pregnancy Laws, those who work for a state agency are entitled to job-protected leave for sickness and temporary disability as a result of pregnancy or childbirth in addition to 12 weeks of federal family leave. This law covers government agencies with more than 100 employees and employees who work a minimum of 35 hours a week.
Washington state employees are entitled to six months of unpaid parental leave to care for a newborn, newly adopted child or newly placed foster child if they have worked for the state for 12 months and for at least 1250 hours.
There are two specific laws at the federal level that have major impact on Washington Pregnancy Laws and the laws of every state. These should probably be considered along with any state-level Washington Pregnancy Laws. 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.
The first law to protect new parents was the Pregnancy Discrimination Act (PDA), an amendment to the Civil Rights Act of 1964. 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 PDA does not guarantee job protection. It only guarantees a pregnant employee’s right to be treated the same as any other employee with a medical condition.
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