{"id":1126,"date":"2021-02-10T15:58:22","date_gmt":"2021-02-10T23:58:22","guid":{"rendered":"https:\/\/dieferlaw.com\/pregnant-employees-in-california-have-protections-and-rights\/"},"modified":"2023-10-05T05:56:19","modified_gmt":"2023-10-05T12:56:19","slug":"las-empleadas-embarazadas-de-california-tienen-protecciones-y-derechos","status":"publish","type":"post","link":"https:\/\/dieferlaw.com\/es\/blog\/las-empleadas-embarazadas-de-california-tienen-protecciones-y-derechos\/","title":{"rendered":"Las empleadas embarazadas de California tienen protecciones y derechos"},"content":{"rendered":"<p><img fetchpriority=\"high\" decoding=\"async\" src=\"https:\/\/dieferlaw.com\/wp-content\/uploads\/2022\/04\/DiEFER-Law-Pregnant-At-Work-Rights-FB-300x251-1.jpg\" alt=\"Derechos de las embarazadas en el trabajo\" width=\"300\" height=\"251\" title=\"\">La legislaci\u00f3n laboral de California protege a los empleados de empresas con cinco o m\u00e1s trabajadores. Las mujeres tienen derecho a ajustes razonables relacionados con las condiciones mentales y f\u00edsicas durante el embarazo o la p\u00e9rdida del embarazo y el parto. Ninguna forma de <a href=\"https:\/\/www.dfeh.ca.gov\/Employment\/#faqP\" target=\"_blank\" rel=\"noopener\">discriminaci\u00f3n de las mujeres embarazadas<\/a> est\u00e1 permitido. En determinadas condiciones, se permite un permiso parental de hasta 12 semanas durante el primer a\u00f1o tras el nacimiento del hijo. Esto se aplica tambi\u00e9n a la colocaci\u00f3n en una familia de acogida y a la adopci\u00f3n.<\/p>\n<p>Se considera discapacidad por embarazo todo lo relacionado con el embarazo y el parto que impida a una trabajadora desempe\u00f1ar sus funciones laborales. Incluye las tareas que puedan poner en riesgo el buen t\u00e9rmino del embarazo. Algunos ejemplos son los siguientes:<\/p>\n<ul>\n<li>atenci\u00f3n prenatal y postnatal<\/li>\n<li>n\u00e1useas matutinas intensas<\/li>\n<li>reposo en cama prescrito por un m\u00e9dico<\/li>\n<li>hipertensi\u00f3n<\/li>\n<li>diabetes gestacional<\/li>\n<li>depresi\u00f3n posparto<\/li>\n<li>preeclampsia<\/li>\n<li>mastitis u otra afecci\u00f3n relacionada con la lactancia<\/li>\n<li>recuperaci\u00f3n tras el final o la p\u00e9rdida del embarazo<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>Seg\u00fan la legislaci\u00f3n de California, las mujeres con discapacidades relacionadas con el embarazo pueden tener derecho a las siguientes adaptaciones y cambios en el entorno laboral:<\/p>\n<ul>\n<li>modificaciones a tareas menos agotadoras<\/li>\n<li>disponer de una silla o taburete mientras se trabaja<\/li>\n<li>traslado temporal a tareas menos peligrosas o agotadoras<\/li>\n<li>pausas m\u00e1s frecuentes o prolongadas<\/li>\n<li>alojamiento para la intimidad durante la lactancia<\/li>\n<li>baja por embarazo<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>El tipo de trabajo y las circunstancias de la discapacidad relacionada con el embarazo influir\u00e1n en los derechos de la trabajadora a una adaptaci\u00f3n, incluido el tipo de adaptaci\u00f3n a la que tiene derecho. Ning\u00fan empresario puede despedir a una trabajadora embarazada por el mero hecho de estarlo. Tambi\u00e9n es ilegal <a href=\"https:\/\/www.dfeh.ca.gov\/Employment\/#faqP\" target=\"_blank\" rel=\"noopener\">discriminar<\/a> contra una empleada por condiciones relacionadas con el embarazo.<\/p>","protected":false},"excerpt":{"rendered":"<p>California employment law protects employees of businesses with five or more workers. Women have rights to reasonable accommodation related to mental and physical conditions during pregnancy or loss of pregnancy and childbirth. No form of discrimination against pregnant women is allowed. Under certain conditions, parental leave of up to 12 weeks is permitted within the [&hellip;]<\/p>\n","protected":false},"author":21,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":null,"ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":null,"ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"default","header-above-stick-meta":null,"header-main-stick-meta":"","header-below-stick-meta":null,"astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[31],"tags":[],"class_list":["post-1126","post","type-post","status-publish","format-standard","hentry","category-employment-law"],"_links":{"self":[{"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/posts\/1126","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/users\/21"}],"replies":[{"embeddable":true,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/comments?post=1126"}],"version-history":[{"count":0,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/posts\/1126\/revisions"}],"wp:attachment":[{"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/media?parent=1126"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/categories?post=1126"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/tags?post=1126"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}