Roundup: Pregnant Workers Fairness Act: Inclusion and labor shortage; Pay and temporary disability; Employee physicals and privacy; Employment law issues in mergers

Being a woman is getting more dangerous. Being pregnant can be deadly.

And that's just part of why pregnant people need protections. Here's the latest from the EEOC and Fisher Phillips on the Pregnant Workers Fairness Act.

Of course, employees think inclusion matters. Fairness, kindness, and compassion are for everyone. They are also good business.

When an employee's doctor says they can't work until they heal or recover, do they still get paid? Usually not.

But there are some important exceptions. Here's a quick checklist of questions to ask.

We have always recognized privacy as a fundamental human right, although people with more power and resources tend to have more personal privacy. Privacy has always been a component of luxury as well as autonomy and peace. In Europe, privacy is considered part of human dignity. In the US, privacy is a barrier to more and better data. (I'm joking. Sort of.)

This is a great explanation of how physicals can violate genetic privacy laws and how to approach the issue.

When companies are changing hands, the transaction lawyers are focused on the deal documents. The buyer and seller are focused on the contingencies, due diligence, and money.

The employees are anxious.