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GPS Managing Pregnancy

pregnancy 

The ADA Guidelines for Practice Success™ (GPS™) module on Managing Pregnancy offers helpful information and resources on federal legislation relating to pregnancy and nursing as well as on many of the health-related concerns that can be worrisome to expectant parents.

  • Radiation Safety: Employees

    Consult your employer’s employee handbook or policy manual to determine what policies relate to you as a pregnant employee and regarding issues like radiation safety.

  • Nitrous Oxide Safety: Employees

    While nitrous oxide can be beneficial in the delivery of dental treatment, pregnant women should avoid exposure due to the possibility that it can harm the developing fetus.

  • Maternity and Parental Leaves of Absence

    The amount of time you can take as for maternity/paternity/parental leave is an important concern for any new parent. It’s also a concern for the parent’s employer.

  • Highlights of the ADA Survey of Parental Adoption Benefits

    A 2019 survey conducted by the American Dental Association (ADA) offers some general information regarding maternity/paternity/parental/adoption benefits in dental practices of different sizes and practice models.

  • Returning to Practice Post Pregnancy: Employees

    Balancing the obligations you feel towards your family, your patients, and your employer can be difficult. As an associate/employee dentist, you may have limited latitude regarding when to return to work.

  • Breastfeeding and Pumping: Employees

    Ideally, you and your physician discussed the value of breastfeeding your baby early on in your pregnancy as part of your regular pre-natal care.

  • Childcare: Employees

    The decision you make regarding who cares for your child, and when, is a very personal one. While your primary concern is to ensure that your child receives the best care possible, where and how that care is provided – and by whom – has to mesh with the needs of your family, your overall lifestyle, and your professional obligations.

  • Managing Pregnancy — Staff: Employers

    This resource is intended to provide general guidance for managing pregnant staff members and includes information about where to find additional resources and information from credible sources.

  • Highlights of the U.S. Equal Employment Opportunity Commission’s Pregnancy Discrimination Act (PDA): Employers

    Be aware that a lack of knowledge of the law’s requirements, or failure to comply with the rules, has the potential to lead to an employee filing a complaint against the practice.

  • Highlights of the U.S. Department of Labor’s Wages and the Fair Labor Standards Act (FLSA): Employers

    The FLSA contains provisions requiring employers to provide reasonable break time for employees to express breast milk as needed for a nursing child for up to one year after the child's birth.

  • FAQs on Pregnancy-Related Benefits: Employers

    While it’s impossible to predict every question that might be asked by an expectant staff member, you may want to consider some of the potential questions that might arise regarding the practice’s benefits and policies on pregnancy, nursing, maternity leave.

  • FAQs on Maternity Leaves: Employers

    If your maternity leave policy is more than a few years old, it might be time to take another look and consider whether it should be updated.

  • FAQs on Pregnancy-Related Staffing Issues: Employers

    Managing staff and establishing the various policies relating to employees can be a complex and intensive process.

  • Radiation Safety: Employers

    Special considerations should be given to pregnant dental personnel whose job duties may involve direct exposure to radiation.

  • Nitrous Oxide Safety: Employers

    Certain professions, including dentistry, require the use of specific materials, technologies and/or chemicals that may be of concern to the pregnant employee.

  • Ergonomic Concerns Specific to Dentistry: Employers

    The physical demands of many clinical positions can sometimes cause ergonomic issues for pregnant employees as a result of changes in biomechanics, forces on the spine, and even the ability to reach.

  • Breastfeeding/Pumping: Employers

    The U.S. Department of Labor’s Wages and the Fair Labor Standards Act (FLSA) establishes provisions regarding employers’ obligations regarding allowances for employees to express breast milk as needed for a nursing child for up to one year after the child's birth.

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