1) Employee may go on working so long as she is physically able to do her job.
2) Employee is entitled to maternity leave for the period that she is physically disabled (doctor's certification). Her job must be held or a comparable job made available when she returns, unless compelling business necessity makes this impossible or unreasonable.
3) In all other ways, pregnancy must be treated the same as any other temporary physical disability. (Examples: transfer to lighter work, shorter hours, fringe benefits.)