Federal employee dating policy

by  |  21-Apr-2018 15:52

Title I of the ADA protects individuals from employment discrimination on the basis of disability, limits when and how an employer may make medical inquiries or require medical examinations of employees and applicants for employment, and requires that an employer provide reasonable accommodation for an employee or applicant with a disability.

While pregnancy itself is not a disability, pregnant workers and job applicants are not excluded from the protections of the ADA.

Soon after, pregnancy complications kept her out of the office for two additional days.

The FAR also requires documenting additional contractor performance information in the Federal Awardee Performance & Integrity Information System (FAPIIS), including Terminations for Cause or Default (FAR Part 42), Defective Cost or Pricing Data (FAR Part 42), Information on Trafficking in Persons (FAR Part 22), Determinations of Non-Responsibility (FAR Part 9), Subcontractor Payment Issues (FAR Part 42), Administrative Agreements (FAR Part 9), and Do D Determination of Contractor Fault (Defense Federal Acquisition Regulation Supplement (DFARS) Part 209) and to make the information available in the Past Performance Information Retrieval System (PPIRS).

The Grant Community is also required to utilize FAPIIS to document Terminations for Material Failure to Comply and Recipient Not Qualified Determinations (2 CFR 200).

However, even if the employee did not inform the decision makers about her pregnancy before they undertook the adverse action, they nevertheless might have been aware of it through, for example, office gossip or because the pregnancy was obvious.

Since the obviousness of pregnancy "varies, both temporally and as between different affected individuals," When Germaine learned she was pregnant, she decided not to inform management at that time because of concern that such an announcement would affect her chances of receiving a bonus at the upcoming anniversary of her employment.

The most familiar form of pregnancy discrimination is discrimination against an employee based on her current pregnancy.

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