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I am afraid that she has protection under the Family and Medical Leave Act only once she has worked there for 12 consecutive months and worked 1240 hours in that time. If she has not been there that long, then as an at will employee if she cannot come to work, even because of her pregnancy, I am afraid she could be terminated. Unfortunately, the OH Supreme Court feels the same way when it comes to the minimum service time required for the Ohio Pregnancy Discrimination Act, see:McFee v. Pataskala Oaks Care Center
I am afraid that unless her employer offers reasonable accommodation to all employees for temporary disabilities, they do not have to offer her anything different than they offer other employees who are not pregnant. Even if the manual does not state there is no exception or allowance, as long as the manual does not specifically provide for time off, she is an at will employee she has no recourse.
The only issue would be the male employee, if she can get proof the male employee is being allowed the leave with a doctor's note AND he does not have a permanent disability that protects him under the Americans with Disabilities Act, then this is a ground for her to claim discrimination under the ADA with the EEOC and they would have to investigate to grant her the right to sue letter.
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