Complying with Pregnancy Discrimination Act and the Pregnant Workers Fairness Act
Susan Fahey Desmond is a partner with McGlinchey Stafford PLLC with
offices across the country. A noted author and speaker, Susan has been
representing management in all areas of labor and employment law for
over 35 years. She has been named in Best Lawyers in America and as one
of America’s Leading Business Lawyers for labor and employment law. She
has also been named as one of the top 25 female lawyers in Louisiana.
Susan is licensed to practice in Colorado, Louisiana, and Mississippi.
This webinar has been approved for 1.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
For any further assistance please contact us at support@grceducators.com
Many would think that the answers to how to accommodate the pregnant
worker in the workplace would be a no brainer. Of course, it is not that
easy – mostly because of a hodgepodge of cases over the years. Cases
were so inconsistent that the Supreme Court became involved resulting in
its decision of Young v. UPS. Maybe you thought that the Supreme Court
would have the final say? No, Congress responded to Young v. UPS by
passing the Pregnant Workers Fairness Act. It took almost a year but the
EEOC finally published its final regulations providing guidance on what
are the employer obligations under the Pregnant Workers Fairness Act.
Areas Covered
- Why the Pregnancy Discrimination Act did not adequately protect the pregnant worker?
- Employer’s affirmative obligations to provide reasonable accommodation to the pregnant worker
- What is a reasonable accommodation under the PWFA?
- What is an “undue hardship” under the PWFA?
- Why “reasonable accommodation” and “undue hardship” is being interpreted differently than the ADA?
- Why paternalism can get you into trouble?
- Comparing the PWFA, the FMLA, and the ADA
Who Should Attend
- Human Resource Managers
- Human Resource Specialists
- Benefits Specialists
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$200.00
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