Employers operating in South Carolina are now required to post the new Employment Discrimination notice supplied by the Human Affairs Commission to fulfill the South Carolina Pregnancy Accommodations Act poster requirement. The Pregnancy Accommodations Act is a new law already in effect which requires employers to provide reasonable accommodations to job applicants and employees who Read more
On May 21, 2015, Governor Rick Scott signed Bill 982 into a law, making it unlawful for employers to discriminate against individuals on the basis of pregnancy. Effective July 1, 2015, employers cannot discharge, refuse to hire, or otherwise discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment, because of Read more
The EEOC has just released its Enforcement Guidance: Pregnancy Discrimination and Related Issues, adopting new and substantive changes to the way federal law impacts workplace treatment of pregnancy. The guidance is divided into four sections: The Pregnancy Discrimination Act (PDA) – The PDA requires accommodations for pregnant women, regardless of the severity of their pregnancy-related Read more
Pregnancy Discrimination & Accommodation New Jersey recently enacted legislation prohibiting employers from discriminating against female employees on the basis of pregnancy, childbirth or related medical conditions. The law also requires employers to provide reasonable accommodation to female employees affected by pregnancy or a related medical condition. Reasonable accommodation may include: bathroom breaks water breaks periodic Read more
Federal Law When an employer is notified that an employee is pregnant or has a pregnancy-related limitation or disability, three federal laws often come to mind: the Pregnancy Discrimination Act (PDA), the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA). Under these laws, an employer may have to accommodate a Read more
In the first part of 2014, Philadelphia’s Mayor Michael Nutter enacted amendments to the Philadelphia Fair Practices Ordinance. The amendments further strengthen the ordinance making it unlawful for employers to discriminate based on pregnancy, childbirth or related medical conditions. Additionally, employers are required to provide pregnant employees with reasonable accommodations such as restroom breaks and Read more
