The term “pernancy” is an ancient term that refers to the act of receiving or taking something, such as the profits obtained from an estate.
Pernancy, pronounced puh-r-nun-see, is a term used to describe the action of receiving profits from an estate. For instance, when a landlord collects rent from their tenants, they are engaging in pernancy by obtaining profits from their property. Similarly, when a business owner receives income from their company, they are pernancing the profits from their business. These examples exemplify the concept of pernancy as they involve individuals receiving profits or income from assets they own or oversee.
No, it is illegal for an employer to terminate an employee solely based on their pregnancy. Pregnancy discrimination is prohibited under the Pregnancy Discrimination Act (PDA) and Title VII of the Civil Rights Act of 1964.
Yes, under the Family and Medical Leave Act (FMLA), eligible employees are entitled to up to 12 weeks of unpaid leave for the birth or adoption of a child. However, the specific terms and conditions may vary depending on your employer’s policies and state laws.
No, it is illegal for employers to discriminate against job applicants or employees based on their pregnancy. Employers must treat pregnant individuals the same as other applicants or employees with similar abilities or limitations.
Yes, pregnant employees are entitled to reasonable accommodations under the Americans with Disabilities Act (ADA) if they have pregnancy-related medical conditions that qualify as disabilities. Examples of accommodations may include modified work schedules, ergonomic adjustments, or temporary reassignment.
No, the Affordable Care Act (ACA) prohibits health insurance companies from denying coverage or charging higher premiums based on pregnancy or pre-existing conditions related to pregnancy.
No, employers are not allowed to ask questions about your pregnancy or plans to have children during a job interview. Such inquiries may be considered discriminatory and violate federal and state laws.
No, it is illegal for employers to demote or reduce the responsibilities of an employee solely because of their pregnancy. Pregnant employees should be treated the same as other employees with similar qualifications and performance.
No, employers cannot deny promotions or raises to employees solely because they are on maternity leave. If you meet the criteria for a promotion or raise, you should not be penalized for taking maternity leave.
No, employers must provide reasonable time off for prenatal appointments as a form of pregnancy-related medical care. It is illegal to terminate an employee for taking time off for these necessary appointments.
Yes, under the Fair Labor Standards Act (FLSA), employers are required to provide reasonable break time and a private space (other than a bathroom) for employees to express breast milk for up to one year after the birth of their child.
This site contains general legal information but does not constitute professional legal advice for your particular situation. Persuing this glossary does not create an attorney-client or legal adviser relationship. If you have specific questions, please consult a qualified attorney licensed in your jurisdiction.
This glossary post was last updated: 16th April 2024.
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