Pregnancy Protections Regulations in the Workplace for 2024
Pregnancy protection and accommodation are in the news. In April 2024, the EEOC issued its Final Rule some 400 pages on the implementation of the Pregnant Workers Fairness Act (PWFA). Under PWFA, employers may have to temporarily suspend the essential functions of a job to accommodate an employee’s quest for coverage. Under the rule, employers will have to allow employees and applicants to take time off and provide other workplace modifications for pregnancy, childbirth, abortion, and other medical related medical conditions, including care for current, past, and potentially future pregnancy, the treatment for fertility and infertility, the use of contraceptives, the termination of pregnancy-- including abortion, nausea, vomiting, and pregnancy-related conditions, including lactation, and menstruation. In addition, the reviewing the PWFA, this webinar will review key issues under other federal laws that apply to workers affected by pregnancy, childbirth, or related medical conditions, including Title VII, the ADA, the Family and Medical Leave Act (FMLA), and the Providing Urgent Maternal Protections for Nursing Mothers (PUMP Act).Areas CoveredDefine and discuss pregnancy protectionReview current events of pregnancy protectionReview the factors of reasonable accommodationsReview and discuss the issue of medical conditions and limitations Discuss the importance of employee-employer communications and how they may vary under different lawsReview critical issues to look forWho Should Attend HR professionalsManagers and supervisorsCompliance officers Risk managersInsurance professionals
Single
Pregnancy protection and accommodation are in the news. In April 2024, the EEOC issued its Final Rule some 400 pages on the implementation of the Pregnant Workers Fairness Act (PWFA). Under PWFA, employers may have to temporarily suspend the essential functions of a job to accommodate an employee’s quest for coverage.
Under the rule, employers will have to allow employees and applicants to take time off and provide other workplace modifications for pregnancy, childbirth, abortion, and other medical related medical conditions, including care for current, past, and potentially future pregnancy, the treatment for fertility and infertility, the use of contraceptives, the termination of pregnancy-- including abortion, nausea, vomiting, and pregnancy-related conditions, including lactation, and menstruation.
In addition, the reviewing the PWFA, this webinar will review key issues under other federal laws that apply to workers affected by pregnancy, childbirth, or related medical conditions, including Title VII, the ADA, the Family and Medical Leave Act (FMLA), and the Providing Urgent Maternal Protections for Nursing Mothers (PUMP Act).
Areas Covered
- Define and discuss pregnancy protection
- Review current events of pregnancy protection
- Review the factors of reasonable accommodations
- Review and discuss the issue of medical conditions and limitations
- Discuss the importance of employee-employer communications and how they may vary under different laws
- Review critical issues to look for
Who Should Attend
- HR professionals
- Managers and supervisors
- Compliance officers
- Risk managers
- Insurance professionals