New Law Becomes Effective Jan. 1, 2020
Beginning Jan. 1, 2020, employers with 6 or more employees will need to provide reasonable accommodations to limitations an employee may experience because of the employee’s pregnancy, childbirth or related medical condition (including lactation). Employers will also be prohibited from denying employment opportunities to, taking adverse employment actions against, or in any manner discriminating or retaliating against applicants or employees based on these accommodations. An exception exists for employers if providing reasonable accommodations impose an undue hardship on the operation of the employer’s business.
Reasonable accommodations include, but are not limited to:
- Acquiring new equipment or modifying existing equipment
- Providing more frequent or longer break and rest periods
- Providing assistance with manual labor
- Modifying job assignments or work schedules
The new pregnancy accommodation law also requires employers to post signs that provide notice to employees of their rights and protections under this law. In addition to posting these signs in a conspicuous location, employers must also provide written notification of the law to:
- New employees, at the time of hire;
- Existing employees, by June 29, 2020: and
- Any employee who informs the employer of her pregnancy, within 10 days of the date the employer receives this notification.
The law additionally bars employers from requiring employees to take leave if the employer can make reasonable accommodation.
Posted by Hallier Benefit Advisors in HR News Alerts