Αποτελέσματα Αναζήτησης
29 Μαΐ 2024 · Key difference: The PWFA deems an individual impaired by pregnancy, childbirth, or related medical conditions qualified and entitled to reasonable accommodation without the scrutiny the ADA typically places on an employee’s ability to perform job functions.
18 Ιουν 2024 · Generally, 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 ...
20 Ιαν 2023 · Below, we provide an overview of the PWFA’s requirements; explain the differences between the PWFA and existing federal and state law with respect to the accommodation of pregnancy-related medical restrictions; and summarize key takeaways for employers.
24 Ιουλ 2024 · Under the ADA, the law does not require an employer to accommodate a family member who has a disability. And under the PWFA, the law does not require an employer to accommodate a family member who has some condition that’s related to the employee’s pregnancy, childbirth or related medical condition.
30 Μαΐ 2024 · In April, the Equal Employment Opportunity Commission (EEOC) issued final regulations to implement the Pregnant Workers Fairness Act (PWFA), a new federal law that requires employers to make...
19 Ιουν 2024 · On December 27, 2022, Congress passed the Pregnant Workers Fairness Act (PWFA), which requires employers with 15 or more employees to provide reasonable accommodations for employees with pregnancy-related needs.
26 Απρ 2024 · The confidentiality requirements of the ADA apply to information gathered by an employer under the PWFA. The PWFA Contains Obligations Beyond Reasonable Accommodations. In addition to the requirement to provide reasonable accommodations, the final rule reiterates that a covered entity is prohibited from:
