HR Tide Inc.’s Post

Employees are increasingly expecting their employers to support them on their family-building journeys, so fertility benefits have become one of the most requested additions to employers’ benefit programs. How can employers effectively design and implement a program that maximizes engagement and ROI, while minimizing impact on claims, budget, and administration? Join Caroline McGrath for an in-depth discussion around these increasingly popular benefits! #fertilitybenefits #employeebenefits #hr

4 things HR needs to know today about the Pregnant Workers Fairness Act: https://lnkd.in/eMQAZe8a

New York #employers and #HR professionals: Here is a quick write up I did for Capital Region Human Resource Association (CRHRA) on NY's prenatal leave eff. 1/1/25. #prenatalleave #maternity #workingmothers #newyork #ny #humanresources #compliance #leave

📢 Attention #Employers and #HRProfessionals! The Pregnant Workers Fairness Act (PWFA) is here, and it’s essential to stay informed and compliant! 📝 The EEOC's final regulation goes into effect on June 18, 2024, bringing important changes and protections for pregnant workers. Our latest blog post dives deep into what you need to know about the PWFA, including: Who is protected under the PWFA? What counts as a “reasonable accommodation”? How to request and provide accommodations? Here are some case examples we cover that you might find particularly relevant: 1) Can a pregnant employee request a change in their work schedule due to severe morning sickness? 2) What should an employer do if an employee requests a private space and additional breaks for pumping breast milk? 3) How should an employer handle a request for lighter duties from an employee whose pregnancy affects their ability to lift heavy objects? Read the full article on our website to learn more Stay compliant, stay informed, and let Doherty Staffing Solutions guide you through these important changes! #EmploymentLaw #PWFA #HR #Compliance #DohertyStaffing

Understanding the Pregnant Workers Fairness Act (PWFA): What Employers Need to Know 🤰💼 The Pregnant Workers Fairness Act (PWFA) is a key federal law that went into effect in June 2023, requiring employers with 15 or more employees to provide reasonable accommodations for pregnancy, childbirth, and related medical conditions. This law differs from the ADA by allowing temporary suspension of essential job functions as an accommodation. Here’s what you should know: ✅ Engage in the Interactive Process: Employers must work with employees to identify accommodations like additional breaks, adjusted schedules, remote work, or temporary leave. ✅ Avoid Unnecessary Documentation: Employers cannot demand medical documentation for obvious needs like frequent bathroom breaks or morning sickness accommodations. ✅ State Laws Add Protections: California builds on federal law with additional protections, requiring accommodations and prohibiting pregnancy discrimination for a broader range of employees. With federal and state laws intersecting, it’s essential for employers to stay informed and ensure policies reflect these updates. How does your organization accommodate pregnant workers? Have you updated your policies to align with the PWFA and state requirements? 🤔 Share your thoughts below! Schedule a complimentary consultation with Eos HR Consulting to discuss updating your employee handbook and ensuring compliance with these important laws. Let’s make your workplace ready for the new year! #PWFA #HRCompliance #EmployeeHandbooks #EosHR #CaliforniaEmployers

Federal Law Alert: Pregnant Workers Fairness Act – Final Regulations Published Attention Employers! Mark your calendars! The final rule for the Pregnant Workers Fairness Act (PWFA) is set to go live on June 18, 2024, impacting employers with 15 or more employees. We've got you covered with the key takeaways you need to know to stay compliant: 1️⃣ Presumptively Reasonable Accommodations: Certain accommodations for pregnant employees are presumed reasonable. This means unless you have a compelling reason, you should accommodate requests such as additional restroom breaks, seating adjustments, or breaks for food and drink without hesitation. Remember, documentation of these accommodations is crucial for compliance. 2️⃣ Limited Documentation Requests: Employers can only request documentation for accommodations when reasonable and necessary. Blanket policies demanding documentation are a no-go, especially for obvious or presumptively reasonable accommodations. 3️⃣ Broad Definitions: The PWFA casts a wide net, covering various conditions related to pregnancy, childbirth, and beyond. From modest limitations to medical care, the scope of accommodation is extensive and inclusive. 4️⃣ No "Magic Words" Required: Employees can request accommodations in any format without fear of being rejected based on technicalities. Employers must respond promptly and without delay, regardless of the form or language used in the request. Action Items: Ensure your policies align with the PWFA regulations. Educate your team on accommodating requests and the importance of prompt action. If you're uncertain, make HR your go-to for handling accommodation requests effectively. Stay informed, stay compliant! Sign Up for Critical Business Updates: https://lnkd.in/ez92ae_H Book a complimentary session to overcome compliance challenges: https://lnkd.in/ew-PtrE9 #PWFA #EmploymentLaw #ComplianceMatters #WorkplaceAccommodations #StayInformed #entrepreneurship #regulations

The Pregnant Workers Fairness Act is a significant step forward in supporting working mothers by ensuring that they have the right to reasonable accommodations during pregnancy, childbirth, or related medical conditions. This law empowers employees to thrive in their roles while balancing their health and family needs, ultimately fostering a more inclusive and equitable workplace for all. #PregnantWorkersFairnessAct #WorkplaceEquality #EmployeeRights https://ow.ly/YFji50U0rNx

Struggling to understand maternity leave or maternity discrimination laws? Whether you're an expectant mother or an employer, this guide breaks down the key rights and obligations around pregnancy at work. https://lnkd.in/dEshyTxV #maternityleave #maternitydiscriminationlaws #pregnantemployeerights #pregnantemployee

Don't let the new updates for the Pregnancy Workers Fairness Act scare you! 👻 Skip over reading the 100 page document and watch this short video on why your business needs to ensure policies are updated for compliance. #HRcompliance #PWFA https://lnkd.in/gR_JvkU6

If a woman is dismissed from service during her pregnancy or even denied maternity benefits, the employer is committing serious misconduct under Indian law. This was stated in a ruling by the Delhi High Court, in the case of Asia Pacific Institute of Management vs. Office of the Joint Labour Commissioner and Another, 2021. The Court’s judgement stated this action was a clear violation of the principles of justice and equality that are protected under Indian labor laws. The Maternity Benefit Act, 1961 protects maternity benefits as a fundamental right. If any employer attempts to deny these rights to an employee by terminating her during pregnancy, serious legal consequences can be taken on them. Additionally, they are also highlighted for their unethical employment practices. It is, therefore, necessary that organizations are compliant with the labor laws that have been created to ensure fair treatment of women employees, particularly when they are having vulnerable situations like pregnancy. As an employer, if you recognize this obligation, you are recognized as one that respects and upholds the rights of all your employees. Maternity-related regulations need to be proactively complied with to not just avoid legal repercussions but also to make your workplace more equitable and inclusive. Drop a query at sales@coreintegra.com or 8097588801. Know more about us at coreintegra.com . . . #MaternityBenefits #LaborLawCompliance #EmployeeRights #DelhiHighCourt #InclusiveWorkplaces #HRCompliance #PregnancyProtection #CoreIntegra