Contact Amber Johnson at amjohnson@littler.com
The Pregnant Workers Fairness Act (PWFA) took effect in June 2023. It requires employers to provide reasonable accommodations to employees for conditions related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions. This will be a dynamic discussion of emerging themes in requests for accommodation from employees who are trying to become pregnant, are pregnant, or are resuming work after pregnancy. Although the PWFA adopts key ADA concepts, it differs in significant respects (primary among them that accommodations can be “reasonable” despite not enabling performance of all essential job functions for many weeks).
The panel will summarize what the law requires and how the EEOC is construing the PWFA based on the final regulations. By applying key provisions to actual situations, the speakers will help attendees identify where updates to their interactive accommodation processes are warranted. They also will address the interplay of this new law with the ADA, the FMLA, the Pregnancy Discrimination Act, and the PUMP Act, and highlight how employers may need to modify interactive process forms and medical documentation requests in response to the PWFA, while acknowledging differing state law requirements.
Registration: 8:00 - 8:30 a.m.
Program: 8:30 - 9:30 a.m.
Networking: 9:30 - 10:00 a.m.
Speakers
