Washington — The Equal Employment Opportunity Commission is asking for touch upon the way it intends to interpret and implement the Pregnant Workers Fairness Act.
The act was signed into regulation Dec. 29 by President Joe Biden and went into impact June 27. It requires employers with 15 or extra staff to increase “reasonable accommodations” to staff experiencing being pregnant, childbirth or associated medical situations. They can embody extra rest room breaks, a water bottle at a workstation, mild obligation and help with handbook labor.
In a proposed rule – anticipated to be revealed on Aug. 11 – EEOC particulars a few of the phrases utilized in the act, reminiscent of “temporary,” “essential functions” and “communicated to the employer.” The proposal contains varied examples of potential affordable lodging and requests enter on extra examples in several office conditions.
EEOC can be asking for remark and knowledge on present knowledge that quantifies the proportion of pregnant staff who want lodging, together with knowledge on the common price of pregnancy-related lodging. The deadline to remark is Oct. 10.
EEOC, which enforces the act, is required to situation laws to implement the regulation by Dec. 29. It already is accepting prices of discrimination below the act.
The fee stated it should proceed to replace its What You Should Know About the Pregnant Workers Fairness Act webpage for staff and employers.
The PWFA was mentioned throughout a current episode of Safety+Health’s “On the Safe Side” podcast.
