I'm a Federal LEO, and my agency is very cautious about pregnant officers. As soon as we "come out" they are very cautious about what we can and can't do, but nothing is official until the drs. note. Once I got a note from my dr, I went on light duty; no gun belt, no dangerous work, no work around radiation, etc. Management did leave it up to me when I went on light duty, and I waited until 17 wks because light duty assignments are very boring and I could still wear the duty belt. I was working pretty much at a desk job, but was exposed to some gamma radiation. After speaking to my dr and our agency radiation specialist, I decided that I was not being exposed to enough radiation to be harmful. But many of my co-workers thought I should have been away from the radiation sooner. Some pregnant officers here have gone on light duty as soon as 6 wks pg. I did start to worry that I could be called for overtime to work in a different location that could have involved some physical altercations. But the worst part was that the duty belt was resting on my bladder...lol.
In doing research early on, I saw where pregnant officers had filed lawsuits because they were going to be terminated just for being pregnant, but that violations Federal laws.
Here is what our union contract states:
A pregnant employee or an employee returning to work after an injury, illness or pregnancy with a medical certificate indicating that the employee should work restrictively and that full recovery is expected, will be considered for light duty by her supervisor on a case-by-case basis. An assignment to light duty appropriate to the specific medical condition will normally be granted for a temporary period, if such work is available and the assignment will not unduly disrupt work operations.
An employee on light duty will be eligible for assignment to overtime work associated with the light duty assignment, consistent with the organization’s need for such work to be performed on an overtime basis and the medical restrictions placed on the employee.
The assignment of an employee to light duty or the assignment of a light duty employee to overtime under this Section will not be grounds for disputes by other employees in the work unit on the basis that they have had to assume added or burdensome duties.
Good luck with your battle:)