President Biden recently signed into law two pieces of legislation that require employers to accommodate pregnant and lactating employees. The laws will broaden protections for workers who are not covered by similar state laws and provide more clarity to employers.
Brooks Pierce partner Jessi Thaller-Moran was recently quoted by Business Insurance on the impact the laws may or may not have. “I don’t think it’s a leap from what employers are already doing,” she said. Many experts agree, the article notes, citing widespread attempts to accommodate nursing mothers by private and public employers alike.
Thaller-Moran focuses her practice on employment law and litigation, counseling employers on compliance with state and federal laws. She also advises companies on wage and hour issues, FMLA/ADA compliance, Title VII and other discrimination claims, non-competition, and other agreements, as well as social media usage policies.
The Pregnant Workers Fairness Act, which goes into effect June 27, requires employers with at least 15 employees to provide reasonable, temporary accommodations to pregnant employees with limitations related to pregnancy, childbirth, and related medical conditions. The Providing Urgent Maternal Protections for Nursing Mothers Act, which took immediate effect on Dec. 29, 2022, requires employers with at least 50 employees to provide lactating facilities that are not a bathroom, and reasonable break times.
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