The Pregnant Workers Fairness Act (PWFA) and the PUMP Act are new laws which require employers to support pregnant employees in particular circumstance. The PWFA requires covered employers to provide “reasonable accommodations” to a worker’s known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship.”
The PWFA applies only to modifications. Existing laws make it illegal to fire or otherwise discriminate against workers on the basis of pregnancy, childbirth, or related medical conditions.
The PWFA protects employees and applicants of “covered employers” who have known limitations related to pregnancy, childbirth, or related medical conditions.
The PUMP Act entitled employees to a place to pump at work, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public.
Examples of reasonable modifications and supports include:
- The ability to sit or drink water;
- Receiving closer parking;
- Receive appropriately sized uniforms and safety apparel;
- Receive additional break time to use the bathroom, eat, rest and pump breast milk.
- Take leave or time off to recover from childbirth;
- Be excused from strenuous activities and/or activities that involve exposure to compounds not safe for pregnancy. [1]
- Access to a clean, private place, free from intrusion, to pump breast milk.
- Curtains and do not disturb signs so that employees with an office can pump breast milk in their offices if they wish.
Questions?
Please contact the GRCC Employee Leave & Compliance Specialist if you have any questions. You can reach them at callen@grcc.edu.
[1] The above language is directly from the U.S. Equal Employment Opportunity Commission website