Pregnancy Accommodation - PDA, ADA & FMLA: How to Manage Requests for Light Duty, Leave, Transfer & More
- Speaker:Teri Morning
- Product Code:GRC-90433
HRCI Credits: 1.5
SHRM Credits: 1.5
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SHRM PDCs - 1.5
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HRCI CPE - 1.5
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Forty years ago, a woman could be fired from her job just for being pregnant. That changed with passage of The Pregnancy Discrimination Act of 1978. This Act amended Title VII of the Civil Rights Act of 1964 to prohibit sex discrimination on the basis of pregnancy. As time went on the law regarding pregnancy discrimination has evolved such to reflect changing views on job protections for pregnant woman. As such, today employers are expected to not just prevent discrimination and harassment against pregnant woman, but additionally to accommodate woman who are pregnant
Why you must attend:
It is important to know what obligations an employer may be required to provide pregnant employees. It’s also important to know not just what an employer is required to do, but how to treat employees, including how an employer is required to structure and handle situations as they arise. Supervisors are one of the most critical parts of handling pregnant employees job requirements properly. Some Supervisors left on their own to interpret obligations, don’t administer an employer’s accountability in the correct manner. Employees are also protected from retaliation when requests, even complaints are made regarding an employer’s treatment of a pregnant employee or in regard to an employer not fulfilling their obligations towards an employee correctly.
Today, employees who are pregnant or new parents have many protections and rights in the workplace. If a woman is temporarily unable to perform her job due to a medical condition related to pregnancy or childbirth, the employer must treat her situation in the same way as it treats any other temporarily disabled employee. Additionally, impairments resulting from pregnancy may even be disabilities under the Americans with Disabilities Act (ADA). Barring an undue hardship, an employer may have to provide a reasonable accommodation. It is also unlawful to harass a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth and harassment for pregnancy related conditions is not always as obvious. Pregnant employees may also have rights under the Family and Medical Leave Act (FMLA). It’s critical that an employer have a full understanding of ALL their obligations towards pregnant employees. Including not retaliating towards employees who seek to avail themselves of their rightfully afforded protections.
Areas we will Cover:The Pregnancy Discrimination Act - what the PDA requires of employers.
1. Pregnancy and the Americans with Disabilities Act - what the ADA requires of employers.
2. Pregnancy and the FMLA - what the FMLA requires of employers.
FMLA hot spots regarding pregnant woman and new parents
Who is a parent under FMLA?
What an employer must do, can do and can't do regarding,
1. Light duty
3. Alternative assignments
4. Disability leave
5. Unpaid leave
Safety issues and pregnant employees.
How to educate and then monitor particularly uncooperative managers.
Retaliation towards pregnant employees – prevention, detection and protection.
Discrimination and Harassment of pregnant employees
Who can attend:
- Plant Managers and Upper Management
- HR Directors, Managers, Generalists and Associates
- Safety Managers and Associates
- Small Business Owners
- Regulatory Compliance Managers and Associates
- Teri Morning, MBA, MS, specializes in solving company “people problems.”
- Teri is the founder and president of Hindsight Human Resources.
- Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Comp-ease) and performance management (Performance Pro).
- Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.
- Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses.
- In addition to an MBA, Teri has a Master’s degree in Human Resource Development with a specialization in conflict management.
- Teri was certified by the state of Indiana in mediation skills, and Teri is currently certified in project management and it management and qualified as a Myers Briggs practitioner. Teri has held the PHR, SPHR, SPHR-CA and SHRM-SCP certifications.