Two federal laws address pregnant and nursing employees: the Pregnant Workers Fairness Act (PWFA) and the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act).
The PWFA requires reasonable accommodations for medical conditions related to pregnancy and childbirth, applies to private employers with 15 or more employees and has an effective date of June 27, 2023. Employers can't deny opportunities based on these accommodations or force leave when another accommodation would work.
Under the PUMP Act and FLSA, employers must give nursing employees reasonable break time for one year after birth and a private place to pump that isn't a bathroom. This 90-minute webinar explains both laws, the role of ADA accommodation, pay rules and state expansions.
Employers need to review their handbooks and other policies so they reflect these laws, and train supervisors and managers on the changes to avoid accidental missteps that could lead to claims.
This session suits employers in all industries, business owners and company leaders, HR and compliance professionals, and the managers and supervisors who handle accommodation requests.
Employers need to review their handbooks and other policies so they reflect these laws, and train supervisors and managers on the changes to avoid accidental missteps that could lead to claims.
This session suits employers in all industries, business owners and company leaders, HR and compliance professionals, and the managers and supervisors who handle accommodation requests.
Margie Faulk
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, …
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