A new Indiana statute sets out the process for pregnant workers to seek a reasonable accommodation from their employers. The new law applies to employers with at least 15 employees. It goes into effect on Jul. 1, 2021.
On Jan. 1, 2021, the California Family Rights Act (CFRA) expanded in several ways, including that small employers (those with five or more employees) must now provide up to 12 workweeks of CFRA leave within a 12-month period to eligible employees.
Arizona Governor Doug Ducey signed into law a bill that prohibits employers from discriminating against workers based on pregnancy or childbirth.
The “Tennessee Pregnant Workers Fairness Act” (Senate Bill 2520) requires every employer with at least 15 employees to make a reasonable accommodation for an employee’s or prospective employee’s medical needs arising from pregnancy, childbirth, or related medical conditions, unless such accommodation would impose an undue hardship on business operations.
In Durham v. Rural/Metro. Corp., the Eleventh Circuit held that a pregnant employee, who was denied light duty after being placed on lifting restrictions, satisfied the fourth prong of the prima facie case by establishing that her employer had accommodated others who could not lift due to on-the-job injuries.
As California employers continue to grapple with recent legislation effective Jan. 1, 2020, California Governor Gavin Newsom is releasing his plans for even more employment legislation.
The Pittsburgh pregnancy accommodation ordinance has been in effect since Mar. 15, 2019.
In major news for employers in Pittsburgh, the City Council unanimously passed a new ordinance greatly expanding protections for pregnant employees and imposing several new requirements on private employers, much like those under the federal Pregnancy Discrimination Act, Americans with Disabilities Act, and related EEOC guidance.
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