Join us in this webinar to familiarize yourself with pregnancy and nursing-related rights and responsibilities of employers and employees. While pregnancy and nursing are not considered disabilities, many pregnancy-related conditions are considered disabilities. The Pregnancy Discrimination Act requires employers to make modifications or accommodations to a pregnant and/or nursing worker’s job in a manner similar to those provided to a disabled employee. This could include adjusting job-related duties, providing additional breaks, or implementing lifting limitations and other safety procedures. Under the Patient Protection and Affordable Care Act section of the Fair Labor Standards Act (FLSA), covered employers are required to accommodate employees who are nursing.
WHY SHOULD YOU ATTEND?
Recent surveys indicate women are working much later into their pregnancies than before. As an employer, it is important to recognize that federal law mandates that you accommodate pregnant workers in accordance with the Pregnancy Discrimination Act (PDA) and the Americans with Disabilities Act (ADA).
In 2017, a handful of states passed legislation designed to protect pregnant workers on the job. The legislation was designed to guarantee that pregnant women received the same level of protection provided to other individuals by the Americans with Disabilities Act. Those protections include reasonable accommodations for pregnant and nursing workers. Employers need to take note of how they and the employee will come to terms with accommodations and know if there are any accommodations for which the employer cannot claim undue hardship.
AREA COVERED
- Is pregnancy considered a disability under the ADA?
- Nursing accommodations - Federal and State Laws
- Post-partum conditions may be "pregnancy-related"
- When employers may require physician documentation?
- Common mistakes to avoid in the accommodation process
- Accommodations for which the employer cannot claim undue hardship
LEARNING OBJECTIVES
- Best practices for accommodating pregnant and post-partum employees
- Title VII of the Civil Rights Act of 1964
- Pregnancy Discrimination Act of 1978 (PDA)
- Family & Medical Leave Act (FMLA)
- The Pregnant Workers Fairness Act
- Understanding the current legal landscape
WHO WILL BENEFIT?
- HR generalists and staff
- Benefit analysts
- Department managers and supervisors
- Small business owners and operators
Recent surveys indicate women are working much later into their pregnancies than before. As an employer, it is important to recognize that federal law mandates that you accommodate pregnant workers in accordance with the Pregnancy Discrimination Act (PDA) and the Americans with Disabilities Act (ADA).
In 2017, a handful of states passed legislation designed to protect pregnant workers on the job. The legislation was designed to guarantee that pregnant women received the same level of protection provided to other individuals by the Americans with Disabilities Act. Those protections include reasonable accommodations for pregnant and nursing workers. Employers need to take note of how they and the employee will come to terms with accommodations and know if there are any accommodations for which the employer cannot claim undue hardship.
- Is pregnancy considered a disability under the ADA?
- Nursing accommodations - Federal and State Laws
- Post-partum conditions may be "pregnancy-related"
- When employers may require physician documentation?
- Common mistakes to avoid in the accommodation process
- Accommodations for which the employer cannot claim undue hardship
- Best practices for accommodating pregnant and post-partum employees
- Title VII of the Civil Rights Act of 1964
- Pregnancy Discrimination Act of 1978 (PDA)
- Family & Medical Leave Act (FMLA)
- The Pregnant Workers Fairness Act
- Understanding the current legal landscape
- HR generalists and staff
- Benefit analysts
- Department managers and supervisors
- Small business owners and operators
Speaker Profile
Diane L. Dee, President of Advantage HR Consulting, has over 25 years of experience in the Human Resources arena. Diane’s background includes experience in HR consulting and administration in corporate, government, consulting, and pro bono environments. Diane founded Advantage HR Consulting in early 2016. Under Diane’s leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on a wide variety of HR topics for various training firms across the country. Diane holds a Master's Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations …
Upcoming Webinars
California Meal and Rest Breaks: What You Dont Know Can Cos…
Responding to EEOC Discrimination Charges-What's Your Busin…
Implementing an Effective Human Error Reduction Program
Conflict Resolution - Prevent, De-escalate, Resolve
When Employees Travel: Wage and Expense Rules Employers Mus…
With Mandatory Paid Leave Gaining Ground Is It Time To Do A…
Female to Female Hostility @Workplace: All you Need to Know
Form 1099-MISC and 1099-NEC Compliance Update 2024
Validation Statistics for Non-Statisticians
The Totally Organized Professional Is All About Outcomes
Why EBITDA Doesn't Spell Cash Flow and What Does
GAMP5, Second Edition and Alignment with Computer Software …
Project Management for Non-Project Managers - Scheduling yo…
Sunshine Act Reporting - Clarification for Clinical Research
Understanding the Math of HR… So You Can Show How HR Impact…
FFIEC BSA/AML Examination Manual: What Compliance Officers …
How to Address ISO's New Climate Change Requirements
I-9 Audits: Strengthening Your Immigration Compliance Strat…
Re-imagine Finance & Accounting Made Simple. Three Webinars…
Stay Interviews: A Powerful and Low-Cost Employee Engagemen…
How To Conduct An Internal Harassment And Bullying Investig…
Effective Onboarding: How to Welcome, Engage, and Retain Ne…
Managing Toxic & Other Employees Who Have Attitude Issues
Analytical Method Validation Under Good Laboratory Practic…
Do's and Don'ts of Documenting Employee Behaviour, Performa…
Do's and Don'ts of Giving Effective Feedback for Performanc…
Onboarding New Hires: Leverage the Potential of Artificial …
Project Management for HR, Administrative Professionals, an…
Tattoos, hijabs, piercings, and pink hair: The challenges …
Using Behavior Based Interviewing for Finding the Best Matc…
How to Document Employee Discussions and Why it is Important
Stressed Out: How to Handle Conflict, Difficult People and …
Harassment, Bullying, Gossip, Confrontational and Disruptiv…
Best Practices for Working With Vendors and Suppliers
Understanding the Artificial Intelligence Landscape
Marketing to Medicare or Medicaid Beneficiaries - What You …
Accounting For Non Accountants : Debit, Credits And Financi…
Principles & Practices for the Cybersecurity of Legacy Medi…
Independent Contractor vs. Employee New Rule Issued by The …
Ultimate Persuasion Strategies! - Secret Influence Tools & …
Kicking your Employee Retention Efforts into Overdrive: Sta…