Protect Your Business Against PWFA Lawsuits: Essential Steps for Employers
It’s your job to reasonably accommodate workers expanding their families or experiencing pregnancy-related challenges. Do you know how? We can help.
The EEOC just flooded federal courts with lawsuits. They’re trying to impress on employers that they mean business when it comes to helping pregnant employees stay on the job while juggling medical appointments, pregnancy complications and other urgent pregnancy-related needs. Think infertility, stillbirth, abortion, menstruation and even menopause leave.
Plus, there’s a requirement that your pregnant employees be provided with reasonable accommodations allowing them to work up until giving birth, even if they cannot perform every essential function of their job.
New requirements for employers are expansive
It may be difficult for employers to keep up with these changes. The EEOC requires first-level supervisors to make instant accommodation decisions, without so much as a doctor’s note. You must also reasonably accommodate postpartum conditions and complications, even if the employee is out of FMLA leave or isn’t entitled to it. Upon returning, you are also responsible for providing a private space for milk expression within 10 days of an employee’s request, or you risk potential legal action.
On December 11, join employment lawyer Anniken Davenport as she walks you through these new requirements for pregnancy accommodations, how to stay in compliance with the PWFA and how to safeguard your company against lawsuits.
Webinar Agenda
- Leave as an accommodation. Understand when leave may not qualify as a reasonable accommodation, and when it may be required for cases of infertility, miscarriage, abortion and more.
- Guaranteed accommodations. The 4 accommodations the EEOC says you can’t question — no doc notes, no forms, no delay.
- Top practical accommodations. Easy-to-implement, practical accommodations that won’t unduly disrupt the workplace while complying with the law.
- Lessons from the courtroom. Insights from recent EEOC lawsuits under the PWFA and notable settlements.
- Compliant break rooms. Steps to create a PUMP Act-compliant milk-expression space tailored to your industry.
- Accommodation best practices. How to accommodate pregnancy-related issues like morning sickness, lifting restrictions and bed-rest orders.
In this 75-minute interactive online training, you’ll will learn:
- How to accommodate infertile, pregnant and postpartum workers.
- How to arrange for (unlimited) workplace milk-expression breaks.
- Lessons learned from EEOC PWFA lawsuits.
Get answers to YOUR questions from presenter…
Anniken Davenport is a noted employment law attorney and the legal analyst and senior editor of HR Employment Law Advisor and HR Specialist: Employment Law. She has authored several books, including the Employer’s Practical Legal Guide and Bulletproof Your Employee Handbook. Anniken has served as a professor at Penn State University, where she taught business law and HR management, and she directed the Legal Studies Program at Wilson College. Her legal career includes representing government units in discrimination and other employment law cases and representing school districts in labor negotiations.
Registration bonuses included:
Everyone who signs up will receive our new white paper, Answers to 11 Common ADA Accommodation Requests. Accommodations are an important part of any employer’s job and not meeting legal requirements for a request may result in serious consequences. It’s crucial to have a firm understanding of what’s expected from HR and leadership when any accommodation request is filed.
You'll also receive one month of exclusive access to The HR Weekly – our comprehensive service with all the HR advice and compliance tools to simplify your job … and to keep your organization out of court. So that you continue to benefit from The HR Weekly, we will continue your subscription after that for the then current rate, unless you tell us "no, thanks" – your choice.
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