There are four recently enacted employment laws in particular that could put your company at risk if you’re not prepared.
Attorney Joyce Collier, partner at Pennsylvania- and New Jersey-based Uebler Law LLC, discussed how HR pros can best align their organizational policies and procedures with these employment laws during an episode of the HRMorning podcast “Voices of HR.”
A careful review of existing policies, procedures and employment documents will be in order to ensure they’re in compliance. This could lead to either creating new policies, updating existing policies or removing policies that are no longer compliant.
“I think it’s very important for the employer to make sure that they’re updating their (employment law) posters. I think it’s also important … to communicate (to employees), ‘Look, we’re updating our handbook to take into consideration these new laws,'” she said.
The Pregnant Workers Fairness Act (PWFA) requires employers with 15 or more employees to provide reasonable accommodations to pregnant workers. Accommodations can include modified work schedules and duties, more frequent breaks and/or access to a private space other than a bathroom when lactating.
Collier noted PWFA’s similarity to another familiar employment law, the Americans with Disabilities Act. “Whenever a pregnant worker is experiencing a hardship or a difficulty relating to their pregnancy, an employer can’t just say …‘We can’t deal with that right now.’ It...
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