Two federal laws address pregnant and nursing employees: the Pregnant Workers Fairness Act (PWFA) and the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act).
The PWFA requires reasonable accommodations for medical conditions related to pregnancy and childbirth, applies to private employers with 15 or more employees and has an effective date of June 27, 2023. Employers can't deny opportunities based on these accommodations or force leave when another accommodation would work.
Under the PUMP Act and FLSA, employers must give nursing employees reasonable break time for one year after birth and a private place to pump that isn't a bathroom. This 90-minute webinar explains both laws, the role of ADA accommodation, pay rules and state expansions.
WHY SHOULD YOU ATTEND?
Employers need to review their handbooks and other policies so they reflect these laws, and train supervisors and managers on the changes to avoid accidental missteps that could lead to claims.
This session suits employers in all industries, business owners and company leaders, HR and compliance professionals, and the managers and supervisors who handle accommodation requests.
AREA COVERED
- How the PUMP Act and PWFA help employees and the challenges for employers
- Federal requirements and their effective dates
- How ADA reasonable accommodation applies to both laws
- Which accommodations meet the guidelines and which cause undue hardship
- Whether time spent expressing milk must be paid under the FLSA
- Whether the FLSA requirements cover all employers
- How states are expanding protections beyond federal law
- Updating employee handbooks and policies
- Training managers and supervisors
LEARNING OBJECTIVES
- Explain the requirements of the PWFA and PUMP Act
- Apply reasonable accommodation principles to pregnancy and lactation
- Tell acceptable accommodations from those that cause undue hardship
- Determine FLSA pay and coverage rules for lactation breaks
- Track state laws that expand federal protections
- Update handbooks and train managers to comply
WHO WILL BENEFIT?
- All Employers
- Business Owners
- Company Leadership
- Compliance professionals
- HR Professionals
- Managers/Supervisors
- Employers in all industries
Employers need to review their handbooks and other policies so they reflect these laws, and train supervisors and managers on the changes to avoid accidental missteps that could lead to claims.
This session suits employers in all industries, business owners and company leaders, HR and compliance professionals, and the managers and supervisors who handle accommodation requests.
- How the PUMP Act and PWFA help employees and the challenges for employers
- Federal requirements and their effective dates
- How ADA reasonable accommodation applies to both laws
- Which accommodations meet the guidelines and which cause undue hardship
- Whether time spent expressing milk must be paid under the FLSA
- Whether the FLSA requirements cover all employers
- How states are expanding protections beyond federal law
- Updating employee handbooks and policies
- Training managers and supervisors
- Explain the requirements of the PWFA and PUMP Act
- Apply reasonable accommodation principles to pregnancy and lactation
- Tell acceptable accommodations from those that cause undue hardship
- Determine FLSA pay and coverage rules for lactation breaks
- Track state laws that expand federal protections
- Update handbooks and train managers to comply
- All Employers
- Business Owners
- Company Leadership
- Compliance professionals
- HR Professionals
- Managers/Supervisors
- Employers in all industries