tag:blogger.com,1999:blog-8116409.post111143063500689085..comments2013-03-12T13:52:32.724-07:00Comments on Waiting For The Pot To Boil: You Are Not Going to Believe This!Rebeccahttp://www.blogger.com/profile/15878506020767812186noreply@blogger.comBlogger4125tag:blogger.com,1999:blog-8116409.post-1111686507788950562005-03-24T09:48:00.000-08:002005-03-24T09:48:00.000-08:00Well, we've already had our discussion on this, bu...Well, we've already had our discussion on this, but I was really behind the Froot Loop plan, so I hope that came thru. I just think it would have been some small form of justice, especially knowing these folks. That's a story for Perry when he gets here :)Brinahttps://www.blogger.com/profile/11108760176676599241noreply@blogger.comtag:blogger.com,1999:blog-8116409.post-1111624199588136302005-03-23T16:29:00.000-08:002005-03-23T16:29:00.000-08:002945. It shall be an unlawful employment practice,...2945. It shall be an unlawful employment practice, unless based upon a bona fide occupational qualification:<BR/>(a) For any employer, because of the pregnancy, childbirth, or related medical condition of any female employee, to refuse to promote her, or to refuse to select her for a training program leading to promotion, provided she is able to complete the training program at least three months prior to the anticipated date of departure for her pregnancy leave, or to discharge her from employment or from a training program leading to promotion, or to discriminate against her in compensation or in terms, conditions, or privileges of employment.<BR/><BR/><BR/>(b) For any employer to refuse to allow a female employee affected by pregnancy, childbirth, or related medical conditions either:<BR/>(1) To receive the same benefits or privileges of employment granted by that employer to other persons not so affected who are similar in their ability or inability to work, including to take disability or sick leave or any other accrued leave that is made available by the employer to temporarily disabled employees. For purposes of this section, pregnancy, childbirth, and related medical conditions are treated as any other temporary disability. However, no employer shall be required to provide a female employee disability leave on account of normal pregnancy, childbirth, or related medical condition for a period exceeding six weeks. This section shall not be construed to require an employer to provide his or her employees with health insurance coverage for the medical costs of pregnancy, childbirth, or related medical conditions. The inclusion in any health insurance coverage of any provisions or coverage relating to medical costs of pregnancy, childbirth, or related medical conditions shall not be construed to require the inclusion of any other provisions or coverage, nor shall coverage of any related medical conditions be required by virtue of coverage of any medical costs of pregnancy, childbirth, or other related medical conditions.<BR/>(2) To take a leave on account of pregnancy for a reasonable period of time not to exceed four months. The employee shall be entitled to utilize any accrued vacation leave during this period of time. Reasonable period of time means that period during which the female employee is disabled on account of pregnancy, childbirth, or related medical conditions. This paragraph shall not be construed to limit the provisions of paragraph (1) of subdivision (b).<BR/><BR/><BR/>An employer may require any employee who plans to take a leave pursuant to this subdivision to give the employer reasonable notice of the date the leave shall commence and the estimated duration of the leave.<BR/><BR/><BR/>(c) (1) For any employer, including both employers subject to and not subject to Title VII of the federal Civil Rights Act of 1964, to refuse to provide reasonable accommodation for an employee for conditions related to pregnancy, childbirth, or related medical conditions, if she so requests, with the advice of her health care provider.<BR/>(2) For any employer, including both employers subject to and not subject to Title VII of the federal Civil Rights Act of 1964, who has a policy, practice, or collective bargaining agreement requiring or authorizing the transfer of temporarily disabled employees to less strenuous or hazardous positions for the duration of the disability to refuse to transfer a pregnant female employee who so requests.<BR/><BR/><BR/><BR/>(3) For any employer, including both employers subject to and not subject to Title VII of the federal Civil Rights Act of 1964, to refuse to temporarily transfer a pregnant female employee to a less strenuous or hazardous position for the duration of her pregnancy if she so requests, with the advice of her physician, where that transfer can be reasonably accommodated. However, no employer shall be required by this section to create additional employment that the employer would not otherwise have created, nor shall the employer be required to discharge any employee, transfer any employee with more seniority, or promote any employee who is not qualified to perform the job.<BR/><BR/><BR/>(d) This section shall not be construed to affect any other provision of law relating to sex discrimination or pregnancy, or in any way to diminish the coverage of pregnancy, childbirth, or medical conditions related to pregnancy or childbirth under any other provisions of this part, including subdivision (a) of Section 12940.<BR/><BR/>(e) Except for subdivision (c) and paragraph (2) of subdivision (b), this section is inapplicable to any employer subject to Title VII of the federal Civil Rights Act of 1964.<BR/><BR/>-VAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-8116409.post-1111442243905498612005-03-21T13:57:00.000-08:002005-03-21T13:57:00.000-08:00Becky, I think your boss seriously doesn't underst...Becky, I think your boss seriously doesn't understand the nature of the throwing up. Sure, if you worked 9 to 5 with weekends off, you could make it with drugs (steroids?! Is he crazy?!). <br /><br />I threw up well into my 19th week. It it was incredibly random. Driving alone -- puke. Walking to the toilet -- puke. It wasn't as if it was on schedule and I could plan my day around it. Who the heck does he think he is!? Doesn't he understand that Perry is running this show!?<br /><br />I hope your union can get back to you with some solid facts, because I think he's being a bit demanding, seeing as you might _never_ stop throwing up. (I'm hoping for the otherwise!) <br /><br />Hoping you and little Perry are doing well.JenPhttps://www.blogger.com/profile/06010127969091799802noreply@blogger.comtag:blogger.com,1999:blog-8116409.post-1111438649270588732005-03-21T12:57:00.000-08:002005-03-21T12:57:00.000-08:00Becky,I've been "lurking" reading your blog since ...Becky,<BR/>I've been "lurking" reading your blog since December, and am so happy to see that you're back online and that things are getting better with your nausea. Your boss sounds like a real sensative person. Just a stab-in-the-dark here . . . but I'm guessing she's never been pregnant, or at least she's never been sick. Hang in there and DO NOT RESIGN. You are entitled to medical leave (even if it's unpaid).Anonymousnoreply@blogger.com