A new law is protecting pregnant workers by requiring employers to offer reasonable accommodations for any physical or mental limitations related to pregnancy, childbirth, or postpartum conditions. This goes beyond just prohibiting discrimination against expectant mothers - it mandates proactive support to enable them to continue working safely. Update your policies and workplace practices accordingly. https://go.ihire.com/ddt28 #PregnantWorkersRights #EmployeeWellbeing #WorkplaceInclusion
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📢 Big News for Employers! Starting June 18th, 2024, the Pregnant Workers Fairness Act (PWFA) will take effect. This important legislation requires employers to provide reasonable accommodations for employees experiencing pregnancy, childbirth, or related conditions. 📖 Explore More Details: To learn more about the Pregnant Workers Fairness Act (PWFA), including key provisions that employers need to know and best practices for ensuring compliance, click here to read the full article: https://lnkd.in/gxDNwKZP #BeyondCompliance #InclusiveWorkplace #HRCompliance #EmploymentLaw #PregnantWorkersFairnessAct
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The Pregnant Workers Fairness Act Is a significant victory for working parents, as it recognizes and values their contributions while ensuring their health and well-being during pregnancy. But to really support working parents, the private and public sectors need to do more. #PregnantWorkersFairnessAct #PaidFamilyLeave #WorkLifeBalance #Equity https://lnkd.in/e5kp-_3U
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CLIENT ALERT: On June 18, 2024, the Equal Employment Opportunity Commission’s (EEOC) final rule regarding the Pregnant Workers Fairness Act (PWFA) will go into effect. Employers will be required to provide accommodations to workers for conditions related to, affected by, or arising out of pregnancy, childbirth, or related conditions. Our latest Client Alert covers these accommodations and key employer takeaways: https://lnkd.in/guv3yDR9 #KutakRock #EmploymentLaw #FairnessAct
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Did You Know: The Pregnant Workers Fairness Act went into effect June 2023 and requires employers to provide reasonable accommodations for a worker’s known limitations related to pregnancy, childbirth, or an associated medical condition. Learn more, including your obligations as an employer, in our latest issue of Compliance Directions ➡️ https://lnkd.in/gdQhJFzC #EmployeeBenefits #HR #Compliance #HRinsights #PeopleStrategy #Gallagher
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On June 27, 2023, a new federal law went into effect that requires covered employers to provide reasonable accommodations to a qualified worker’s known limitations related to pregnancy, childbirth, or related medical conditions. Accommodations may include, but are not limited to: closer parking, additional break time, and exemption from strenuous activities. If you’re pregnant, looking to become pregnant, or a new mom, we encourage you to familiarize yourself with the new Pregnant Workers Fairness Act and other laws designed to protect pregnant applicants and employees. To learn more, visit https://lnkd.in/g37nsXfa. #pwfa #pregnantworkers #workingmom #tallymoms #tallahasseemoms
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The Equal Employment Opportunity Commission issued final rulemaking implementing provisions of the Pregnant Workers Fairness Act, which requires employers with 15 or more employees to provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions. Learn about the recent Legislative Update on the Pregnant Workers Fairness Act, which requires employers to provide reasonable accommodations for pregnancy-related conditions. Legislative Update: https://lnkd.in/gcEb4yGM #PWFA #EmployeeBenefits #LegislativeUpdate
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A new federal law requires organizations with 15 or more employees to accommodate all health needs at work arising from pregnancy, childbirth, and related conditions. Learn more here. https://bit.ly/3KlKwmJ #corporatecounsel #inhousecounsel
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Oberman Law Firm | Healthcare | Corporate Transactions | Mergers & Acquisitions | Intellectual Property | Employment Law | Speaker
The Pregnant Workers Fairness Act (PWFA) is a new law that requires covered employers to provide “reasonable accommodations” to an employee's known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship.” To read the full article, visit https://ow.ly/fkZE50QoRzq. #obermanlaw #advisoryinsights #blog #PWFA
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Paid Leave. Contingent Workers' Rights. Pregnancy Protection. These are just a few pivotal compliance changes that happened in 2023. With 2024 in full motion, it's crucial to understand these shifts. Check out our latest blog post to explore the legislation and its implications, highlighting the importance of staying updated and compliant. And learn how we can help navigate these changes and ensure a seamless transition into this new year! Click to read the full blog here: https://hubs.li/Q02fJp8M0 #PopulusGroup #ICCompliance #Compliance2024 #HRUpdates #WorkforceSolutions #PGInsights #WorkforceTrends #ComplianceTrends #Legislation
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“The proposed rules not only provide helpful guidance to employers to assist them in complying with the [Pregnant Workers Fairness Act] but also offer a glimpse into the EEOC’s stance on workplace accommodations for pregnant individuals and individuals experiencing limitations related to pregnancy, childbirth and other related conditions.” Learn more from Amy Halevy and Caroline Melo in this Bracewell Update: https://hubs.ly/Q020jfvb0 #eeoc #pregnantworkersfairnessact #laborlaw
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Customer Care Representative
4wThank you for sharing. This was very insightful. It's good to know that more is being done to protect women in the workforce when they are pregnant.