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 ...
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.
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.
30 Μαΐ 2024 · This year in the U.S., the Equal Employment Opportunity Commission (EEOC) issued final regulations to implement the Pregnant Workers Fairness Act (PWFA), a new federal law that requires the...
WHAT IS IT? 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." 8 IN 10.
(detailing interplay between PWFA and ADA, including when worker’s pregnancy-related “known limitation” also qualifies as a disability under the ADA)
