Several federal laws have been enacted and clarified, with effective dates beginning immediately or in the next few months. We’ll take a look at six of them.
Pregnant Workers Fairness Act
Effective June 27, the PWFA grants a pregnant employee accommodations similar to, but more expansive than, the Americans with Disabilities Act. Unlike the ADA, the PWFA applies to a staff member temporarily unable to perform the essential functions of the job due to pregnancy, childbirth or related medical conditions, even after pregnancy. The pregnant or postpartum condition is not required to meet the definition of disability under the ADA. To activate a reasonable accommodation, an associate is required to communicate limitations experienced. The law applies to employers covered by Title VII.
Providing Urgent Maternal Protections for Nursing Mothers Act
As of April 28, the PUMP Act amends the Fair Labor Standards Act by expanding mandates for breastfeeding accommodations to include exempt and telework team members. In addition, businesses must provide break time to express breast milk, without compensation, unless one of three conditions exist: first, if compensation for breaks is a company policy; second, if the person is completely relieved from duty during the entire break; and third, if compensation is required by another federal, state or local law.
Organizations with a workforce of fewer than 50 remain exempt if compliance would impose an undue hardship. Before filing suit for...
The U.S. Department of Justice said certain candidates were highlighted to leadership and directed into a “pipeline” due to their race and sex characteristics. Dive Brief: Management and technolog...