Healthcare Plans & Fringe Benefits
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 amounts payable 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.
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.
For a free consultation about your pregnancy rights
in the workplace with an experienced employee rights attorney, contact David
Spivak:
- Email Help@PregnancyRights.com
- Call toll free (877) 728-9741
- Visit The Spivak Law Firm, 16530 Ventura Boulevard Suite 312 Encino, CA 91436
- Fax (310) 499-4739
The Spivak Law Firm is a full service employee rights
law firm. David Spivak and his team are proud to represent aggrieved employees
like you in the following matters:
For further information on your rights in the work
place, please visit our other websites:
|
 |
|
