Pregnancy in the workplace is now covered by more protections than ever before—and it’s confusing for employers.

Between the recently enacted Pregnant Workers Fairness Act (PWFA) and the long-standing Family and Medical Leave Act (FMLA), navigating leave requests, accommodations and compliance can quickly become overwhelming.

The PWFA has changed what pregnant workers are entitled to, including accommodations for fertility treatments and postpartum recovery—and even temporary removal of essential job duties. What’s more, employees are covered from their very first day on the job.

Meanwhile, the FMLA imposes different requirements for employers with 50 or more workers. Unlike the PWFA, it’s not about accommodations—it’s about guaranteed leave. Covered employees are entitled to time off for pregnancy-related medical visits, childbirth, recovery and bonding.

So how do you juggle both laws without making costly mistakes?

In this practical and timely webinar, we’ll break down exactly what’s required under each law, where the coverage overlaps (and where it doesn’t) and how to stay compliant when managing leave and accommodations. You’ll learn when to provide FMLA notices, how to track pregnancy-related time off and which accommodations are legally required under the PWFA—plus what changes the EEOC plans to make very soon—so you can support your employees and protect your organization.

WEBINAR AGENDA:

• Gain a thorough review of the PWFA and what it requires, as well as when the FMLA covers pregnancy and recovery.
• Learn about the EEOC’s plans to revise PWFA regulations and which protections are on the chopping block.
• Learn all about fertility treatments under the PWFA—which ones are covered and which definitely are not.
• See what’s a reasonable accommodation under the PWFA and when it overlaps with intermittent leave under the FMLA.
• Learn all about child bonding versus post-partum recovery—is there an overlap?
• Determine which post-pregnancy accommodations are also serious health conditions under the FMLA.
• Learn why you should always dock FMLA leave when employees take leave as a reasonable pregnancy-related accommodation.

REGISTRATION BONUSES:

Everyone who signs up will receive a copy of Managing FMLA Intermittent Leave. Discover how to successfully manage intermittent leave and curb leave abuse under FMLA regulations. With this white paper, get concrete guidelines for employee eligibility, types of leave, tracking and more.

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.

RECERTIFICATION CREDITS:

Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDC) for SHRM-CP® or SHRM-SCP® recertification activities.

This Program has been pre-approved for 1.25 HR (General) credit hours toward aPHR®, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®).

WE PROMISE YOU’LL BE SATISFIED:

If this webinar fails to meet your needs in any way, we will refund 100% of your tuition – every penny you paid – but your course materials and registration bonuses will be yours to keep. No hassles, no questions asked.