Over the summer, the Equal Employment Opportunity Commission issued new guidance on accommodating pregnant employees. The Pregnancy Discrimination Act doesn't require reasonable accommodation for pregnant employees. That is, unless you accommodate other employees who are not considered to have a disability under the Americans with Disabilities Act. In that case, you need to do the same for pregnant employees.
Got it? If not, Jeff Nowak has a good discussion focusing on light duty accommodations for pregnant employees.
But, there are situations in which, even if you don't accommodate other non-disabled employees, you still must consider accommodations for pregnant employees. (And I'm not even talking about many state and local laws, which require those accommodations). Indeed, while pregnancy is not an ADA disability, it may result in the onset of another condition that does qualify as an ADA disability and, thus, may require a reasonable accommodation.
Continue Reading for Free
Register and gain access to:
- Breaking benefits news and analysis, on-site and via our newsletters and custom alerts
- Educational webcasts, white papers, and ebooks from industry thought leaders
- Critical converage of the property casualty insurance and financial advisory markets on our other ALM sites, PropertyCasualty360 and ThinkAdvisor
Already have an account? Sign In Now
© 2024 ALM Global, LLC, All Rights Reserved. Request academic re-use from www.copyright.com. All other uses, submit a request to [email protected]. For more information visit Asset & Logo Licensing.