Learn from CDA Practice Support’s guidance for California dentists on how to handle the obligations associated with managing pregnant employees’ accommodations, benefits, leave and return rights and pay obligations.

Births in the United States increased by 3% June, the highest level of growth seen since 2013. When a pregnancy announcement is made by a member of your dental practice staff, the joyful news prompts many questions and concerns — for the dentist and the staff, as well as the expectant employee. The following recommendations and resources from CDA Practice Support can guide you when managing pregnant employees’ accommodations, benefits, leave and return rights and pay obligations.

Baby on the way

Once you’ve been notified of an employee’s pregnancy, it’s your opportunity to say “Congratulations!” and provide a copy of “Your Rights and Obligations as a Pregnant Employee” (DFEH-E09P-ENG). This notice developed by the Department of Fair Employment and Housing covers the steps involved with reasonable accommodations and notice and timing obligations from both parties along with return rights.

Practice policies related to pregnancy and leaves of absence should be documented in your employee manual and reviewed with your expectant employee. Establish an office policy that all pregnant employees should provide a letter from a health care provider stating estimated delivery date, any special accommodations, work limitations and probable duration of the disability and...

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