Pregnant Workers Fairness Act (PWFA) Policy

The Pregnancy Workers Fairness Act (PWFA) is a federal law that requires employers with 15 or more employees to provide reasonable accommodations for the known limitations of a qualified individual related to pregnancy, childbirth or related conditions, unless it would cause undue hardship.

complies with all applicable laws requiring accommodating individuals with known limitations related to pregnancy, childbirth or related conditions in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission. The company does not discriminate against qualified individuals with known limitations related to pregnancy, childbirth or related conditions in regard to application procedures, hiring, advancement, discharge, compensation, training and other terms, conditions and privilege of employment.

will reasonably accommodate qualified individuals with known limitations related to pregnancy, childbirth and any medical condition related to the employee’s pregnancy or childbirth (including, but not limited to, lactation or the need to express breast milk for a nursing child) unless the requested accommodation results in an undue hardship to .

Examples of reasonable accommodations for pregnancy, childbirth or related medical conditions may include, but are not limited to:

• Allowing for job restructuring;
• Instituting part-time or modified work schedules;
• Allowing for more frequent breaks;
• Acquiring or modifying equipment, uniforms (including safety apparel), or devices;
• Allowing seating for jobs that require standing or standing in jobs that require sitting;
• Implementing appropriate adjustments to or modifications of examinations or policies;
• Permitting the use of paid leave (whether accrued, short-term disability, or another type of employer benefit) or providing unpaid leave, including to attend health care-related appointments and recover from childbirth;
• Assigning an individual to light duty;
• Allowing for telework; and
• Accommodating an individual’s inability to perform one or more essential functions of a job by temporarily suspending the requirement that the employee perform one or more essential functions of a job, if the inability to perform the essential function is temporary and the employee is expected to be able to perform the function again in the near future.

Qualified individuals may be entitled to reasonable accommodations under the PWFA even if they are not experiencing a pregnancy-related disability, as defined under the Americans with Disabilities Act.

will not take retaliatory action against an individual who requests or receives a reasonable accommodation related to pregnancy, childbirth or related conditions.

Human resources is responsible for implementing this policy, including the resolution of reasonable accommodation, safety and undue hardship issues. Contact them with any questions or requests for accommodation.

This Bulletin is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel for legal advice. Design ©2024 Zywave, Inc. All rights reserved.