NCJ Number
58845
Journal
Federal Register Volume: 44 Issue: 78 Dated: (APRIL 20, 1979), PART 8 Pages: 23804-23809
Date Published
1979
Length
7 pages
Annotation
EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC) GUIDELINES PERTAINING TO COMPLIANCE WITH A LAW PROHIBITING JOB DISCRIMINATION AGAINST WOMEN AFFECTED BY PREGNANCY OR RELATED CONDITIONS ARE PRESENTED.
Abstract
THE PREGNANCY DISCRIMINATION ACT (P.L. 95-555) AMENDS TITLE VII OF THE CIVIL RIGHTS ACT TO MAKE IT ILLEGAL FOR EMPLOYERS, UNIONS, AND OTHER ENTITIES TO FIRE, REFUSE TO HIRE OR PROMOTE, OR OTHERWISE TO DISCRIMINATE AGAINST WOMEN ON THE BASIS OF PREGNANCY, CHILDBIRTH, OR RELATED MEDICAL CONDITIONS. EMPLOYERS ARE REQUIRED TO TREAT PREGNANCY-RELATED CONDITIONS THE SAME AS OTHER MEDICAL CONDITIONS IN ANY HEALTH OR DISABILITY INSURANCE OR SICK LEAVE PLAN. IF A COMPANY PROVIDES HEALTH INSURANCE COVERAGE FOR THE SPOUSES OF FEMALE EMPLOYEES, THEN IT MUST ALSO PROVIDE COVERAGE FOR PREGNANCY-RELATED CONDITIONS OF SPOUSES OF MALE EMPLOYEES. EMPLOYERS DO NOT HAVE TO PAY INSURANCE BENEFITS FOR ABORTIONS, EXCEPT WHEN THE LIFE OF THE MOTHER WOULD BE ENDANGERED BY A FULL-TERM PREGNANCY OR WHEN MEDICAL COMPLICATIONS ARISE FROM AN ABORTION. THE RATIONALE AND PROVISIONS OF THE PREGNANCY DISCRIMINATION ACT ARE SUMMARIZED, TOGETHER WITH THE EEOC'S RELATED RULEMAKING ACTIVITIES. THE FULL TEXT OF THE REGULATION THAT ENFORCES THE ACT IS SET FORTH. GUIDELINES PERTAINING TO COMPLIANCE WITH THE REGULATION ARE PRESENTED AS DETAILED ANSWERS TO 37 SPECIFIC QUESTIONS REGARDING THE RESPONSIBILITIES OF EMPLOYERS AND THE RIGHTS OF EMPLOYEES UNDER THE REGULATION. THE QUESTIONS AND ANSWERS SPELL OUT EXACTLY WHAT EMPLOYMENT ACTIONS AND FRINGE BENEFIT POLICIES EMPLOYERS MUST, MAY, AND MAY NOT INSTITUTE UNDER THE PREGNANCY DISCRIMINATION ACT. (LKM)