Thank you so much for clarifying your question.
Fortunately, pregnant employees in the state of California have substantial rights.
Foremost, the California Pregnancy Disability Leave Law (PDLL), which applies to employers who employ five or more employees and applies to all employees, requires employers to provide for up to four-months of protected leave per pregnancy that can be taken on a continual basis or in smaller increments, as needed.
Specifically, Government Code 12945 states as follows:(a) In addition to the provisions that govern pregnancy,
childbirth, or a related medical condition in Sections 12926 and
12940, each of the following shall be an unlawful employment
practice, unless based upon a bona fide occupational qualification:
(1) For an employer to refuse to allow a female employee disabled
by pregnancy, childbirth, or a related medical condition to take a
leave for a reasonable period of time not to exceed four months and
thereafter return to work, as set forth in the commission's
regulations. The employee shall be entitled to utilize any accrued
vacation leave during this period of time. Reasonable period of time
means that period during which the female employee is disabled on
account of pregnancy, childbirth, or a related medical condition."
An employee who invokes their right to take leave under the PDLL cannot be terminated in retaliation for taking such leave.
Furthermore, an individual in your circumstance is typically entitled to an additional 12 weeks of leave to bond with your babies pursuant to the California Family Rights Act (CFRA).
In order to be eligible for CFRA baby bonding leave, the employee must have worked for their employer for at least 12 months, and have worked for at least 1,250 hours over the previous 12 months at a location where at least 50 employees are employed by the employer within 75 miles.
Assuming the application of both of these laws, an employee in your circumstance would be entitled to a maximum of 4 months of protected leave to the extent you have a pregnancy-related disability, and an additional 12 weeks of protected leave once you have your child for baby bonding.
Although an employer technically remains free to eliminate positions for budgetary reasons while a pregnant or recently pregnant employee is out on leave pursuant to the above laws, termination under such circumstances will face extremely heavy scrutiny.
Assuming any sort of adverse employment action is taken against you while you are on leave (i.e., you are fired or demoted), an employee in your circumstance would be extremely well served to retain a local employment law attorney and file suit for damages.
To locate an attorney who can assist you in bringing a claim if necessary, see here: http://www.cela.org/?page=4
Please do not hesitate
to let me know if you have any questions or concerns regarding the above and I will be more than happy to assist you further.
If you do not require any further assistance, please be so kind as to provide a positive rating of my service so that I may receive credit for assisting you. Very best wishes to you and thank you so much for coming to Just Answer.