Date: 6/27/2019, 1 PM Eastern
Duration: Scheduled for 90 minutes including question and answer session.
Presenter(s): Melissa Fleischer, attorney at law and president, HR Learning Center, LLC
Price: $299.00 webinar or Download, $449.00 webinar and Download. Each option may be viewed by an unlimited number of attendees in one room. DL includes full audio presentation, question and answer session, and presentation slides.
CE Credits: This program has been approved for 1.5 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP.
Who Should Attend? HR, payroll, in-house counsel, financial officers, benefits, CEOs
If you thought you understood your legal obligations for handling a pregnant employee in your workplace, think again. The rules are changing so quickly it is often hard to keep up. First of all, as you probably are aware, a normal pregnancy is not a “disability” within the meaning of the ADA/ADAAA. Does that mean when an employee requests to be able to take more frequent breaks due to her pregnancy that you do not have to grant her that reasonable accommodation? Absolutely not. The reason why is twofold. First of all, the EEOC has issued guidelines stating that employers are required to provide reasonable accommodations to pregnant employees based on pregnancy-related conditions such as gestational diabetes or hypertension. In addition, many states and municipalities have passed laws that affirmatively require employers to provide reasonable accommodations to their pregnant employees.
In addition, many states and municipalities have also issued laws and regulations for nursing moms in the workplace. For instance, NYC just issued Model Lactation Accommodation Policies and Request Forms. Although New York State already required that employers provide reasonable break, NYC just passed a law requiring that employers in NYC provide employees with lactation accommodations, including a lactation room where employees can pump/express breast milk, and reasonable time to pump/express breast milk. Some states even require that all employers with four or more employees have a written lactation policy that is compliant with the recently-enacted law. It also requires that employers provide a copy of that new policy to every new employee.
Please join Melissa Fleischer for step-by-step guidance through the new laws, learn what your lactation policy should include, and see a sample draft lactation policy.
WHAT YOU’LL LEARN
Just a sample of what this webinar will cover:
- What states and municipalities require reasonable accommodations for pregnant employees?
- What is the “Interactive Process” that is required when a pregnant employee requests a reasonable accommodation?
- Types of reasonable accommodations you may need to provide to a pregnant employee
- What procedures should you have in place for providing reasonable accommodations to pregnant employees?
- Reasonable break time for nursing moms: what is required?
- Federal, state and local laws requiring reasonable break
- Lactation room requirements
- Model lactation accommodation policies and procedures
YOUR CONFERENCE LEADER
Your conference leader for “New Laws on Pregnancy in the Workplace: Updated Accommodations for Pregnancy and Lactation” is Melissa Fleischer, attorney at law. Ms. Fleischer is a management-side employment attorney with 20 years of experience representing clients in employment law discrimination litigation as well as providing preventive counseling and training on workplace issues. HR Learning Center, LLC offers training seminars, webinars, and consulting on a wide range of employment law topics including: workplace investigations, anti-harassment training, FMLA and ADA training, workplace violence prevention, etc. Ms Fleischer earned her J.D. degree from the George Washington University School of Law.
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CERTIFICATES OF PARTICIPATION
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