The way that Benefits, HR and supervisors handle these three issues can make all the difference between smooth sailing and a messy lawsuit.

• Let employee set administrative wheels in motion. Let the employee break the news of her pregnancy to management. Never broach the subject first. Reason: There are still potential discrimination issues that can arise even if supervisors have the training and common sense to handle the issue privately and discreetly.

• Review benefits early in the process. Shortly after management is informed of the pregnancy, Benefits/HR should sit down with the employee to make sure she’s clear on your organization’s pregnancy-related benefits (including standard unpaid FMLA) and return-to-work policies.

• Follow doctor recommendations to the letter. If an employee’s ability to physically perform her job is affected by her pregnancy, it is up to her to provide written instructions from her doctor. Legally, employers are expected to carefully follow the doctor’s directions on how long the employee can work, her physical limitations, and necessary time off during the pregnancy.

Tags: FMLA, pregnancy leave