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The Pregnant Workers Fairness Act (PWFA) was passed in December of 2022 and now, final rules went into effect from June 18, 2024. It is designed to fill in some of the gaps covering pregnant women caused by the patchwork of laws such as FMLA, FLSA, and ADA.
The PWFA requires companies with 15 or more employees to make reasonable accommodations for pregnant women, and makes it easier for pregnant women to get the support they need.
The EEOC explains, “Generally, the Pregnant Workers Fairness Act (PWFA) requires a covered employer to provide a “reasonable accommodation” 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 the employer an “undue hardship.”
This webinar will go over the basics of the new law, reasonable accommodation under PWFA, it’s interaction with ADA & Title VII and help companies implement this act in their businesses. Understanding this law is critical to legal compliance.
· Background for PWFA
· What PWFA does (accommodations only)?
· Reasonable accommodations
· Sample accommodations
· “Simple, inexpensive, and commonly sought” accommodations
· Conditions which may be covered by PWFA
· PWFA interactive process
· Can you require a pregnant woman to take a leave under PWFA?
· Retaliation
· How PWFA interacts with ADA and Title VII
· Abortion and PWFA
· PWFA process (fast and easy!)
· Documentation Requests
· Fertility treatments
· Lactation
The Equal Employment Opportunity Commission has published a Final Rule to implement the Pregnant Workers Fairness Act, including guidance to provide workers with more clarity on the law – and employers with a better understanding of their responsibilities The finalized regulations for carrying out the Pregnant Workers Fairness Act have just gone into effect. This legislation requires employers to provide “reasonable accommodations” for workers dealing with pregnancy or childbirth-related situations.
By joining this webinar, you will learn all the basics of the Law and guidance on how it implement it in your workplace including Reasonable Accommodations and how it interacts with the ADA & Title VII.
· HR professionals
· Managers
· Senior Leadership
· Supervisors
· Operations professionals
· Employees
· All Employers
· All Employer Representatives
· Business Owners
· Compliance professionals
Suzanne Lucas spent 10 years in
corporate HR where she hired, fired, managed the numbers, and double- checked
with the lawyers. She left the corporate world to advise people and companies
on how to have the best Human Resources departments possible.
Suzanne integrates best practices
with innovative ideas and humour, including using improve comedy as a tool for
leadership development.
Suzanne’s writings have been
published at CBS News, Inc. Magazine, Reader’s Digest, and many other sites.
She’s been named a top influencer in HR. You can read her archives at EvilHRLady.org or check out her Tedx Talk: Forget Talent and Get to
Work.
SHRM -
Clatid is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit - portal.shrm.org.
HRCI -
This webinar has been approved for 1.0 HR (General) re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute.
The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for re-certification credit.
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