Instructor
Diane L Dee
In addition to existing Federal laws addressing pregnancy rights, the Pregnant Workers Fairness Act (PWFA) and the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP For Nursing Mothers Act) were adopted when President Joe Biden signed the Consolidated Appropriations Act, 2023 on Dec. 29, 2022. Both PWFA & PUMP are set to take hold on June 27, 2023.
Like the Americans with Disabilities Act (ADA), the PWFA includes the obligation to provide reasonable accommodations so long as they do not impose an undue hardship. In the past, many courts determined that pregnancy alone was not a disability entitled to accommodation under the ADA. Under the PWFA, employers will be required to provide reasonable accommodations to employees and applicants with known temporary limitations on their ability to perform the essential functions of their jobs based on a physical or mental condition related to pregnancy, childbirth, and related medical conditions.
The PUMP for Nursing Mothers Act expands existing employer obligations under the Fair Labor Standards Act (FLSA) to provide an employee with reasonable break time to express breast milk for the employee’s nursing child for one year after the child’s birth. The employer obligation to provide a place to express milk shielded from view and intrusion from coworkers and the public continues.
This webinar will provide participants with an overview of current Federal laws addressing pregnancy and will assist participants in gaining a solid understanding of the provisions of The Pregnant Workers Fairness Act and the PUMP for Nursing Mothers Act. To be in compliance, employers need to understand the provisions of both new laws.
