How can I get a job if I am 29 weeks pregnant.?

Question

Will anyone want to hire someone for only 2 months? I need to work another 160 hours to get maternity leave so I can actually afford to live.

Answer 1

It is against the law to discriminate against pregnant woman. If someone doesn't hire you based on that information (which you shouldn't offer up), you probably don't want to work there anyway. Going through a temp agency is great work and they are very good about all of the employment laws and abiding by them. Good luck job hunting and with your pregnancy.

Answer 2

you can work as a temp. but no NO one will want to hire you for only 2 months. And most places you have to be with them for a year before they will allow maturnity leave.

Answer 3

By law companies can not refuse you just because you are pregnant. I read this somewhere its a form of discrimination. Regardless of if they give you another reason or not they can not deny you employment just based on your pregnancy nor can they fire you because you are pregnant

Answer 4

Yes, you can be hired. I just went through the same thing. I did not offer up that I was pregnant until I showed up for the interview. One employer actually came out and told me that they could not hire me because I would be needed in the office immediately. I filed a lawsuit against that company and won. See below, this is information about the pregnancy discrimination act. No insurance company can deny you, nor can an employer. If your employer offers medical leave to their employees, they have to offer it to you. It may not be called maternity leave, but under the law it is the same thing.
Facts About Pregnancy Discrimination
The Pregnancy Discrimination Act is an amendment to Title VII of the Civil Rights Act of 1964. Discrimination on the basis of pregnancy, childbirth or related medical conditions constitutes unlawful sex discrimination under Title VII. Women affected by pregnancy or related conditions must be treated in the same manner as other applicants or employees with similar abilities or limitations.

Hiring
An employer cannot refuse to hire a woman because of her pregnancy related condition as long as she is able to perform the major functions of her job. An employer cannot refuse to hire her because of its prejudices against pregnant workers or the prejudices of co-workers, clients or customers.

Pregnancy and Maternity Leave
An employer may not single out pregnancy related conditions for special procedures to determine an employee's ability to work. However, an employer may use any procedure used to screen other employees' ability to work. For example, if an employer requires its employees to submit a doctor's statement concerning their inability to work before granting leave or paying sick benefits, the employer may require employees affected by pregnancy related conditions to submit such statements.

If an employee is temporarily unable to perform her job due to pregnancy, the employer must treat her the same as any other temporarily disabled employee; for example, by providing modified tasks, alternative assignments, disability leave or leave without pay.

Pregnant employees must be permitted to work as long as they are able to perform their jobs. If an employee has been absent from work as a result of a pregnancy related condition and recovers, her employer may not require her to remain on leave until the baby's birth. An employer may not have a rule which prohibits an employee from returning to work for a predetermined length of time after childbirth.

Employers must hold open a job for a pregnancy related absence the same length of time jobs are held open for employees on sick or disability leave.

Health Insurance
Any health insurance provided by an employer must cover expenses for pregnancy related conditions on the same basis as costs for other medical conditions. Health insurance for expenses arising from abortion is not required, except where the life of the mother is endangered.

Pregnancy related expenses should be reimbursed exactly as those incurred for other medical conditions, whether payment is on a fixed basis or a percentage of reasonable and customary charge basis.

The amounts payable by the insurance provider can be limited only to the same extent as costs for other conditions. No additional, increased or larger deductible can be imposed.

Employers must provide the same level of health benefits for spouses of male employees as they do for spouses of female employees.

Fringe Benefits
Pregnancy related benefits cannot be limited to married employees. In an all-female workforce or job classification, benefits must be provided for pregnancy related conditions if benefits are provided for other medical conditions.

If an employer provides any benefits to workers on leave, the employer must provide the same benefits for those on leave for pregnancy related conditions.

Employees with pregnancy related disabilities must be treated the same as other temporarily disabled employees for accrual and crediting of seniority, vacation calculation, pay increases and temporary disability benefits.