The EEOC issued its Final Rule and Interpretive Guidance implementing the Pregnancy Workers Fairness Act (PWFA) on Monday, April 15, 2024. The Rule becomes effective sixty days after it is published in the Title 29 of the Code of Federal Regulations, Appendix A to part 1636.
In a recent employment law webinar, Haynsworth Sinkler Boyd's Chris Gantt-Sorenson discussed the federal and state laws applicable to pregnant, postpartum and nursing employees. It is important for employers to understand the requirements of these laws to ensure they provide the necessary accommodations and support for pregnant and postpartum workers. In this blog post, we will highlight the key takeaways from the webinar for employers regarding the Pregnancy Workplace Fairness Act (PWFA), South Carolina Pregnancy Accommodations Act (SCPAA), South Carolina Lactation Support Act, PUMP Act and the Americans with Disabilities Act (ADA).
Just recently, the United States Supreme Court decided a case that could require employers to provide more accommodations to pregnant workers. In Peggy Young v. United Parcel Service, [1] the Court established a new test to evaluate an employee’s claim under the Pregnancy Discrimination Act (“PDA”). Instead of clarifying the law, the Court created more confusion for employers.
