The Pregnancy Fairness Act: New Regulations from the EEOC
  • CODE : GREC-0043
  • Duration : 60 Minutes
  • Level : Intermediate
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Greg Chartier is Principal of The Office of Gregory J Chartier, a Human Resources Consulting firm and is a well-known management consultant, educator and speaker and author of the recently published What Law Did You Break Today? 

He is a Senior Consultant with GLOMACS, specializing in human resource programs at the strategic level. He is a senior human resource professional with experience in healthcare, banking, pharmaceuticals, manufacturing and higher education. His academic qualifications include a Bachelor’s degree from The Citadel, an MBA from Rensselaer Polytechnic Institute and a Ph.D. from Madison University.

Greg is a thought-provoking professional speaker and his wisdom and insights into management and leadership make him an electrifying speaker and seminar leader. His seminars are customized to reinforce company mission, vision, values and culture and the content is practical for team leaders, managers, supervisors and executives. His philosophy is simple: management is a skill and you can be a better manager by developing your skills.

He has a Bachelors Degree from The Citadel, the Military College of South Carolina, an MBA from Rensselaer Polytechnic Institute and his Ph.D. in Human Resources Management from Madison University. Greg is certified by the Society for Human Resources Management (SHRM) as a Senior Professional in Human Resources (SCP) and as both a Senior Professional and a Global Professional in Human Resources (SPHR and GPHR) by HRCI, the Human Resource Certification Institute.

He is a former Board Member of the Business Council of Westchester, where he was the Chair of the Human Resources Council and a member of the Executive Committee. He is a national member of SHRM and a local SHRM chapter, the Westchester Human Resources Management Association. He was also a member of the Board of the Child Care Council of Westchester.

This webinar has been approved for 1.00 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

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This webinar will discuss the Guidance provided by the Equal Employment Opportunity Commission that is designed to assist employers in complying with the Pregnant Worker Fairness Act (PWFA).

The PWFA requires a covered entity to make reasonable accommodations to a qualified employee’s or applicant’s known limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions, absent undue hardship on the operation of the business of the covered entity. The PWFA directs the Equal Employment Opportunity Commission to promulgate regulations to implement the PWFA. As required by the PWFA, the final rule also provides examples of reasonable accommodations.

Pregnancy is a normal condition of employment; more than 80 percent of all working women will have at least one child during their lives. But existing legal protections have been glaringly insufficient for workers whose duties may conflict with pregnancy’s physical realities such as cashiers (prolonged standing), nurses (repetitive heavy lifting), custodians (exposure to chemicals), and firefighters (battling potentially lethal blazes).

Under the Pregnancy Discrimination Act (PDA), enacted in 1978, pregnant workers have been entitled to temporary job modifications only if their employer provides them to others “similar in their ability or inability to work.” That language long has been used to deny needed “accommodations” to pregnant workers, on the grounds that favored non-pregnant colleagues are insufficiently “similar”.

Areas Covered

  • What are the details of the PWFA?
  • When does the PWFA take effect?
  • Who has to comply with the PWFA?
  • What are the enforcement provisions?
  • What do I need to do now?
  • Who does the PWFA protect?
  • What does the PWFA prohibit?
  • What other federal laws may apply to workers affected by pregnancy, childbirth, or related medical conditions?
  • What is a “reasonable accommodation and what are some examples?
  • What is an undue hardship and how do I determine we have one?
  • How do I handle a reasonable accommodation request?

Who Should Attend

Human resource professionals in any capacity or role will benefit from understanding how to comply with the new legislation.

Why Should You Attend

Nearly 85 percent of women will become mothers during their working lives. And yet discrimination against pregnant workers is incredibly common, showing up in both well-paid law-firm and Wall Street jobs and service-sector work like fast food and retail. Pregnant workers, particularly those in low-wage industries, often need some sort of modification to their jobs so they can keep working while protecting their health and the health of their pregnancies; before the PWFA was passed, such requests were often denied. Many people were simply fired instead of given simple accommodations.

The PWFA ensures that an employer almost always will have to grant some straightforward modifications, such as the ability to sit or stand while at work, carry a water bottle, and take more restroom breaks. Workers can also request things like better-fitting uniforms and light-duty assignments. But it also has other requirements that are more far-reaching. In a country in which only 27 percent of Americans get paid family leave, the PWFA opens up a brand-new avenue for workers to secure time off for pregnancy-related needs—both before giving birth and afterward without risking their jobs.

The PWFA also interacts and actually conflicts with other federal civil rights legislation. This webinar will review the details of the PWFA and help employers to determine how to comply with the law and how to connect it to other pieces of legislation that they are obligated to enforce.

Topic Background

The Pregnant Workers Fairness Act (PWFA) requires a covered employer to provide a “reasonable accommodation” to a qualified employee’s or applicant’s known limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions unless the accommodation will cause the employer an “undue hardship.” 

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