On July 2, 2015, Rhode Island passed Bill H 5674, requiring employers to provide reasonable accommodations to employees with conditions related to pregnancy, childbirth, or a related condition. Accommodations may include:
- More frequent or longer breaks,
- Time off to recover from childbirth,
- Acquisition or modification of equipment for sitting,
- Temporary transfers to less strenuous or hazardous work,
- Job restructuring,
- Light duty assignments,
- Break time and private non-bathroom space for expressing breast milk,
- Assistance with manual labor, and
- Modified work schedules.
An employer may not need to provide such accommodations if these impose an undue hardship. The hardships may be the nature and cost of the accommodation, the employer’s overall financial resources, the overall size of the business, and the effect on the employer’s business operation.
Employers are prohibited from discriminating against, and failing to provide reasonable accommodations for employees due to pregnancy, childbirth, or a related condition. A written notice must be provided to employees about their right to be free from pregnancy discrimination. The notice must also be posted in a conspicuous place. Employees must know that it is unlawful for an employer to deny employment opportunities based on the need to provide reasonable accommodations, forcing a pregnancy employee to take a leave when a reasonable accommodation would allow her to perform her essential job duties, and taking adverse action against an employee for requesting or using a reasonable accommodation due to pregnancy or childbirth.
Employers can stay compliant with the new posting requirement with the Rhode Island Pregnancy Discrimination Peel ‘N PostTM or the Rhode Island All-On-OneTM Labor Law Poster.