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Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission.

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Staff may ask the two permissible questions (See Question 7) about each of the dogs.

A woman also cannot be denied a job or promotion merely because she is pregnant or had an abortion. Must your health insurance plan cover the pregnancy-related expenses of spouses of your male employees? Insurance coverage for pregnancy need not be extended to include other dependents as long as it excludes pregnancy benefits for dependents of both male and female employees. Can an employer limit payment of costs resulting from pregnancy-related conditions to a specific dollar amount stipulated in an insurance policy, collective bargaining pact or other statement of employee benefits? What’s more, an employer must pay additional costs for pregnancy-related procedures if additional payments are made for other procedures. Pre-existing conditions cannot be applied to pregnancy, according to the Health Insurance Portability and Accountability Act of 1996. If you offer employees a choice between enrolling in one of two health insurance plans, must both cover pregnancy-related conditions? Since 1993, the FMLA has provided qualified employees up to 12 weeks of unpaid, job-protected leave per year for the birth, adoption or foster care of a child; or for caring for a child, spouse or parent with a serious health condition; or convalescense after the employee’s own serious health condition. To be eligible for FMLA leave, an employee must work for the same employer for at least 12 months and clock at least 1,250 hour of service (slightly more than 24 hours per week) during the 12 months leading up to FMLA leave.

She cannot be fired because of her condition, nor can she be forced to go on leave as long as she is physically capable of working. Single women who become pregnant also must be covered under your disability plan. How long are you required to pay disability benefits for pregnancy if you provide income maintenance benefits for other temporary disabilities? Generally, you must provide benefits for as long as a pregnant woman is unable to work for medical reasons; however, you may impose certain time limits if you impose them on other temporary disabilities. Can you require a pregnant employee to use up her vacation benefits before she can collect sick leave or disability pay? Yes, but only if you have the same requirements for employees absent for other types of disabilities or illnesses. Note: You can’t tack on an additional deductible or increase the usual deductible for coverage of pregnancy, either as a condition for inclusion of pregnancy costs or for the payment of costs when incurred. If a health plan specifically excludes conditions existing at the time when the insured’s coverage takes effect (pre-existing condition clauses), can the same rule apply to pregnancy existing at the time insurance coverage takes effect? FMLA leave requests fall into two categories: forseeable and unforseeable.

For example, a person with diabetes may have a dog that is trained to alert him when his blood sugar reaches high or low levels.

A person with depression may have a dog that is trained to remind her to take her medication.

Members may download one copy of our sample forms and templates for your personal use within your organization.

Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices.The Department of Justice continues to receive many questions about how the Americans with Disabilities Act (ADA) applies to service animals.The ADA requires State and local government agencies, businesses, and non-profit organizations (covered entities) that provide goods or services to the public to make "reasonable modifications" in their policies, practices, or procedures when necessary to accommodate people with disabilities.Or, a person who has epilepsy may have a dog that is trained to detect the onset of a seizure and then help the person remain safe during the seizure. However, some State or local governments have laws that allow people to take emotional support animals into public places. The ADA makes a distinction between psychiatric service animals and emotional support animals.You may check with your State and local government agencies to find out about these laws. If the dog has been trained to sense that an anxiety attack is about to happen and take a specific action to help avoid the attack or lessen its impact, that would qualify as a service animal.However, if the dog's mere presence provides comfort, that would not be considered a service animal under the ADA. In situations where it is not obvious that the dog is a service animal, staff may ask only two specific questions: (1) is the dog a service animal required because of a disability?