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Pregnant Workers Get more Protections

According to the Pregnant Workers Fairness Act, (PWFA), employers in the United States must grant their employees unpaid leave to recover from childbirth or abortion.

The pregnant Workers Fairness Act requires employers to provide a reasonable accommodation to an employee’s known limitations due to pregnancy , childbirth  or related medical conditions, unless the accommodation will cause the employers significant difficulty or expense

This applies to private and public sector employers with 15 or more employees, as well as Congress and federal agencies, employment agencies, and labor organizations.

Pregnant Workers

The reasonable  accommodations mentioned above refer to changes in the work environment or the way things are usually done at work , Examples of reasonable accommodations covered under the PWFA include the following:

  • Frequent breaks to eat, drink, rest, or use the restroom.
  • Changing equipment, devices, or workstations, such as providing a stool to sit on.
  • Changing a work schedule, such as having shorter hours, part-time work, or a later start time.
  • Telework.
  • Leave for health care appointments.
  • Leave to recover from childbirth or other medical conditions related to pregnancy or childbirth.

However, the regulations don’t specify the length of unpaid leave workers can take to recover from childbirth or pregnancy-related conditions.

WHAT ARE ” KNOWN LIMITATIONS?

A known limitation mentioned in the Act is a physical or mental condition related to pregnancy that an employee or their representative communicates to the employer.Pregnancy, childbirth, or related medical conditions covered by the Act include uncomplicated pregnancies, vaginal deliveries or cesarean sections, miscarriage, postpartum depression, and lactation, among others.

Limitations can be minor or modest and can be episodic, such as migraines or morning sickness. They can also mean that an employee needs to take actions to protect their health, including not being around certain chemicals or limiting physical tasks like lifting.

The employee or applicant should tell the employer they have a limitation and need an adjustment or change in their working conditions. In most cases, providing supporting documentation will not be needed.

The PWFA does not replace federal, state, or local laws that are more protective of workers, both employees and job applicants, affected by pregnancy, childbirth, or related medical conditions.

POST SOURCE : Healthnews.com

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