Putting the wife on disability/unemployment when she is having a baby

Becoming pregnant and having a baby typically does not fall under the term "disability."
Similarly, making a conscientious decision to stop working does not fall under the term "unemployed".
Thus, making a false claim could and should result in a penalty.

Use wisdom here.

If you quit your job you generally cannot draw unemployment. "I want to stay home with the baby" is not a valid reason.

She doesn't "have to quit her job". It is a choice.

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since she has to quit her job before the baby is born.

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Is she leaving the workforce permanently to stay home and raise the child? If not, she doesn't have to quit - she can take leave without pay - most employers who are worth a crap will do this, even if they don't have formal policies to keep an employee they like/value.

Does her employer offer or does she have some type of short term disability coverage.

When my wife was pregnant she did not.....but her employer told her STD would pay her in event of pregnancy. They are right....I called the STD provider to be sure.

So she signed up for STD when she went back to work in anticipation of child #2 at some point in the distant future.

My sister had complications during her pregnancy that prevented her from working and she collected disability during her pregnancy. Once the baby was born she lost the disability benefits, but she took unpaid family leave for several months. She would have taken the family leave during the last two months of her pregnancy without the disability income, but the disability allowed her to defer the family leave.

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trident

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As has been said previously, if she has STD, pregnancies are usually covered.

Well yea, she has to keep her job to receive the STD

Unemployment in a nutshell:

Once someone is no longer working, then that means one of two things happened:

1.) Employee left for whatever reason.
2.) Employer decided to make them leave for whatever reason.

If its option 1, then the burden of proof is on the employee to prove that they did not leave for disqualifying reason.

If its Option 2, then the burden of proof is on the Employer. They need to document or prove beyong a reasonable doubt that they separated the employee with good cause that rises to the level of misconduct.
In summation:

In every situation in which a formerly employed person is no longer working, there was a moving party. Whether it was the employer or the employee, they need to have good cause in the explanation regarding the reason for separation if they'd like to either avoid or collect Unemployment.

Applying a twisted knee or a pregnancy to the system will result in a disqualification. The pregnancy and the knee injury-provided it did not occur on the job-are not the fault of the employer, and they will not be held liable to pay benefits in that instance.