WV State law

SusanD

We recently were told that pregnant employees who were not available for work due to absences surrounding the pregnancy could not be discharged. It was further mentioned that the State of WV categorized pregnancy as a disability and that any time off during the pregnancy, no matter the length, would be considered a reasonable accommodation. I clearly understand our responsibilities under FMLA. However, once FMLA has been exhausted or if the employee is not eligible for FMLA or other leave under our HR policies, are we required to continue to provide additional time off for the duration of the pregnancy and recovery afterward? We would not permit the same to occur if an employee needed to be off for 8 months due to a broken leg. Thank you.