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Pregnant Worker Fairness Act: Implementing in Your Business
- Background for PWFA
- What PWFA does (accommodations only)
- Reasonable accommodations
- Sample accommodations
- “Simple, inexpensive, and commonly sought” accommodations
- Conditions which may be covered by PWFA
- PWFA interactive process
- Can you require a pregnant woman to take a leave under PWFA?
- Retaliation
- How PWFA interacts with ADA and Title VII
- Abortion and PWFA
- PWFA process (fast and easy!)
- Documentation Requests
- Fertility treatments
- Lactation
Overview of the webinar
The Pregnant Workers Fairness Act (PWFA) was passed in December of 2022 and went into effect on June 27, 2023. It is designed to fill in some of the gaps covering pregnant women caused by the patchwork of laws such as FMLA, FLSA, and ADA.
The PWFA requires companies with 15 or more employes to make reasonable accommodations for pregnant women, and makes it easier for pregnant women to get the support they need.
The EEOC explains, “Generally, the Pregnant Workers Fairness Act (PWFA) requires a covered employer to provide a “reasonable accommodation” to a qualified employee’s or applicant’s known limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship”.
Who should attend?
- HR professionals
- Managers
- Senior Leadership
- Supervisors
- Operations professionals
- Employees
- All Employers
- All Employer Representatives
- Business Owners
- Compliance professionals
Why should you attend?
This webinar will go over the basics of the new law and help companies implement this act in their businesses. Understanding this law is critical to legal compliance.
Faculty - Ms.Suzanne Lucas
Suzanne Lucas, better known as the Evil HR Lady, spent a decade in the realm of corporate HR before embarking on a new mission to enhance the world of work for all individuals. Throughout her tenure in Corporate HR, she hired, fired, trained, and provided HR coaching at all levels, ranging from freshly recruited 16-year-old grocery store cashiers to Senior Vice Presidents.
Suzanne had a wealth of experience in guiding people through complex legal scenarios and providing support and coaching to those who had lost their jobs, enabling them to strive toward success once again.
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.