If you have 15 or more employees, your company is covered by the new federal Pregnant Workers Fairness Act and its even newer regulations, in effect as of June, 2024. Maybe you’ve read that PWFA is modeled on the Americans with Disabilities Act, and requires reasonable accommodations. But unless you’ve read the new regs (and the almost 400 pages of interpretive material that were issued by the EEOC) you probably don’t know that:
- Co-worker allies who help pregnant workers get accommodations are protected
- Employers cannot require any particular kind of documentation from workers seeking accommodations
- There are four accommodations for which employers cannot require any medical documentation at all
- Even workers unable to perform essential functions are entitled to accommodations
- Employers may have to make reasonable accommodations before, during, and after pregnancy
- PWFA extends the PUMP Act’s lactation protections for as long as the employee wants
But you will learn all that and more in the new Pregnant Workers Fairness Act Training and Certification Program that I have developed for HR Training Center. Not only will you get a thorough grounding in this newest federal civil rights statute, but you will also get dozens of practical tips and action items to get and keep your organization in compliance. If you are an HR professional, you will also earn 8 HRCI or SHRM credits.
Want to see some excerpts? Take a look at https://hrtrainingcenter.com/pregnant-workers-fairness-act-training-and-certification-program-ot1006100&RID=1010991.
I hope that you will take advantage of this learning opportunity. And of course, if I can be of help in figuring out your PWFA compliance obligations, just give me a call or send me an email.
