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Rebecca Ward

Rebecca Ward Marketing Writer

Exclusive Blog Posts

Top 6 Things Car Dealers Do To Make Car Buying Difficult

Top 6 Things Car Dealers Do To Make Car Buying Difficult

[youtube https://www.youtube.com/watch?v=3R7Y3kZIDVg] Your Turn To Drive discusses Top 6 Things Car Dealers Do To Make Car Buying Difficult.  Jim D…

Choose the correct CRM for your dealership OR pay dearly

Choose the correct CRM for your dealership OR pay dearly

With all the CRMs on the market today, finding the right one for your dealership is becoming more challenging than ever. There have been massive changes in…

5 Benefits of Using Google AdWords Click-to-Message Ad Extensions

5 Benefits of Using Google AdWords Click-to-Message Ad Extensions

Looking for a new way to win over people more likely to send a text message than to call? Set up this free message extension for your text ads on the Googl…

Must-See NADA 100 Expo Displays for Fixed Ops

Must-See NADA 100 Expo Displays for Fixed Ops

New Orleans is ramping up for the 100th anniversary of NADA, and the convention promises to be outstanding. You’ll be entertained at the NADA100 Carn…

Why Social Media Marketers Won’t Replace Your Sales Team

Why Social Media Marketers Won’t Replace Your Sales Team

Social media is changing the marketing profession in remarkable ways. According to the Public Relations Society of America (PRSA), the social media analyti…

Accommodating Pregnant Employees

f469dd67a8dc7db4cfb6e249994ef9f5.jpg?t=1As a manager you are required to offer your employees fair accommodations for their disabilities, but did you know that pregnancy can fall under the definition of a disability? The Americans with Disabilities Act Amendment Act (ADAAA) has broadened the definition of a disability to include more temporary, less severe conditions, which affects pregnancy and women’s rights in the workplace. Many states have their own guidelines and rules regarding reasonable classification of a disability and reasonable accommodations.

To avoid pregnancy discrimination you must first know the law and how to follow it. Lack of knowledge is the leading cause of pregnancy discrimination; uninformed managers sometimes make judgment calls in the moment, sometimes incorrect ones.

First and foremost, women have the right to work throughout their pregnancy, and employers cannot make a decision on behalf of their pregnant employees on whether to work or not work during pregnancy. Employers may request a doctor’s authorization for employees to continue in certain positions or certain job duties; however, employees and managers must come to a reasonable agreement on their pregnancy accommodation. So how can you be accommodating?  A few quick tips:

Create adjustments and strategies to address physical demands:

Pregnant women are not automatically eliminated from physically demanding jobs, especially if they are appropriately accommodated. To assist their physical positions, consider providing lifting aids for frequent or heavy lifting positions, stools or ergonomic chairs, alternative workstations, or, if necessary, temporary reassignment of duties.

Consider shift schedule adjustments:

Flexibility can greatly benefit a pregnant employee, and can be applied to many situations. Consider flexible arriving time, part or full-time telecommuting, flexible use of leave, additional rest periods, and frequent food, water, and bathroom breaks.

Modify reasonable policies:

Little changes make a big difference when accommodating pregnant employees. Consider relaxing some policies such as “no food and drink at a desk” or “no sitting.”

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