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Under the new law, which will not go into effect until June 2023, employers with 15 or more employees will be required to provide reasonable accommodations for qualified employees and job applicants with temporary physical or mental limitations due to pregnancy, childbirth or related conditions.
The House Committee on Education and Labor Report on the PWFA provides several examples of possible reasonable accommodations including the ability to sit or drink water; receive closer parking; have flexible hours; receive appropriately sized uniforms and safety apparel; receive additional break time to use the
I am often fatigued and nauseous in the morning as a result of my pregnancy. I would like to switch the order in which I perform my duties, so that I perform my physical tasks (unpacking boxes) in the afternoon and my sedentary tasks (data entry) in the morning.
While pregnancy itself is not a disability under the ADA, some pregnant workers may have one or more impairments related to their pregnancy that qualify as a disability under the ADA.
New Pregnant Workers Fairness Act Provides Protections for Pregnancy-Related Conditions. Effective 27 June 2023, the Pregnant Workers Fairness Act (PWFA)1 is a new law that closes a gap in coverage under federal law for pregnant and postpartum workers and applicants.
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While pregnancy itself is not a disability under the ADA, some pregnant workers may have one or more impairments related to their pregnancy that qualify as a disability under the ADA. An employer may have to provide that worker with a reasonable accommodation for the pregnancy-related disability.
General Changes The 2023 Standards of Care includes revisions to incorporate person-first and inclusive language. Efforts were made to consistently apply terminology that empowers people with diabetes and recognizes the individual at the center of diabetes care.
The Pregnant Workers Fairness Act (PWFA) is a new law that requires covered employers to provide reasonable accommodations to a workers known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an undue hardship.

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