Topic Background :

The Equal Employment Opportunity Commission issued the final rule and interpretive guidance to implement the Pregnant Workers Fairness Act on April 15, 2024 with June 18, 2024 effective date to comply. The Pregnancy Workers Fairness Act (PWFA) requires a covered entity to provide reasonable accommodations to a qualified employee’s or applicant’s known limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions, unless the accommodation will cause an undue hardship on the operation of the business of the covered entity.

The Pregnant Workers Fairness Act …

 

1. Requires a covered entity to make reasonable accommodation to the known limitations of a qualified employee related to pregnancy, childbirth, or related medical conditions, absent undue hardship;

2. Prohibits a covered entity from requiring a qualified employee to accept an accommodation, other than a reasonable accommodation arrived at through the interactive process;

3. Prohibits the denial of employment opportunities based on the need of the covered entity to make reasonable accommodation to the known limitations related to the pregnancy, childbirth, or related medical conditions of a qualified employee;

4. Prohibits a covered entity from requiring a qualified employee to take leave if another reasonable accommodation can be provided to the known limitations related to the pregnancy, childbirth, or related medical conditions of the employee;

5. Prohibits a covered entity from taking adverse actions in terms, conditions, or privileges of employment against a qualified employee on account of the employee requesting or using a reasonable accommodation for known limitations related to pregnancy, childbirth, or related medical conditions;

6. Prohibits discrimination against an employee for opposing unlawful discrimination under the PWFA or participating in a proceeding under the PWFA;

7. Prohibits coercion of individuals in the exercise of their rights under the PWFA; and

8. Provides remedies for individuals whose rights under the PWFA are violated.

What does all of the above mean for employers? email up for this webinar and find out. It’s a little more complicated than it appears.

 

Why should you attend :

• Gain an understanding of the provisions of the Pregnant Workers Fairness Act

• Know the employer’s responsibilities to determine reasonable accommodations for employees covered under the PWFA

• Determining when you must initiate the Interactive Process

• How to accommodate temporary disabilities (ADA)

Areas Covered in the Webinar :

• Defining Pregnancy, Childbirth and Related Medical Conditions

• The PWFA and ADA

• What is an Interactive Process

• Use of Mitigating Measures

• Temporary Accommodations

• Employer Responsibilities Under PWFA

• Action Items

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Who will benefit:

All organizations in the United States with 15 or more employees.

Human Resources professionals, small business owners, supervisors, managers

Any and all industry associations, Small Business Networks, chambers of commerce, Human Resources Associations such as SHRM, training associations, Human Resources Groups, Small business associations such as Small Business Development Centers, Industry Associations – such as restaurant associations, hospitality groups, trade organizations.

Presenter : Bob McKenzie

Note : Recorded access is available for this topic. If you are interested, write to us at contactus@compliancefeed.com