怀孕工人公平法

The Pregnant Workers Fairness Act (PWFA) became effective on June 27, 2023. This federal law aims to protect the rights of pregnant employees by requiring employers to provide accommodations for known limitations resulting from pregnancy, 分娩, 以及相关的医疗条件.

PWFA requires the university to engage in the interactive process to identify reasonable accommodations. 根据《newbb电子》, reasonable accommodations are intended to enable an employee to remain in active work status.

It is important to note that unlike the Americans with Disabilities Act (ADA), no disability is required for reasonable accommodations under the PWFA. The PWFA requires only that there be a known limitation related to pregnancy, 分娩, 或相关的医疗状况.

了解更多有关PWFA的资料

俄亥俄州员工信息

More information about the Pregnant Workers Fairness Act can be found on the U.美国平等就业机会委员会 网站.

我如何申请残疾人士住宿?

  1. 通知newbb电子平台代表(e).g.，你的主管H.R. 联络、无障碍服务人员等.) that you have a limitation related to pregnancy, 分娩, 或相关的医疗状况. (Note: You are not required to provide documentation of pregnancy, 分娩, 或相关的医疗状况 to your supervisor)
  2. 通知newbb电子平台代表(e).g.，你的主管H.R. 联络、无障碍服务人员等.) that you require accommodations (a change or adjustment at work due to your limitation). 可以亲自通知, 以书面形式, or electronically — any method qualifies as notification.

Once you’ve communicated a need for an accommodation to your supervisor, your supervisor will notify 可及性服务, 或者你可以选择去接触 可及性服务 直接在 access@俄亥俄州.edu or 740.593.2620. An 可及性服务 staff member will work with you to coordinate the interactive process. This may involve 可及性服务 consultation with your supervisor concerning the implementation of reasonable accommodations, 确定对附加信息的需求, and communicating with you about the details of current and/or anticipated accommodation needs.

根据《newbb电子》提出住宿要求的例子

  • Additional breaks to drink water, eat, or use the restroom
  • A stool to sit on when the work is performed while standing, or areas to stand when the work is performed while seated
  • 请假去看医生
  • Temporary suspension or re-assignment of certain job duties
  • 远程工作
  • Time off to recover from 分娩 or miscarriage

俄亥俄州监事信息

We can’t require an employee to accept accommodation outside of an interactive process, 拒绝就业机会, or require an employee to take leave if another reasonable accommodation can be provided under PWFA. 如果你正在修改员工的工作时间表, 责任, 或者工作地点, be sure to keep 可及性服务 involved before making those decisions and implementing them.

newbb电子平台 is committed to supporting employees’ rights under the 怀孕工人公平法, 并在怀孕期间支持她们, 分娩, 或相关的医疗条件. 可及性服务 is ready to provide support and guidance when you have an employee who qualifies for these protections.

More information about the Pregnant Workers Fairness Act can be found on the U.美国平等就业机会委员会 网站.

常见住宿要求

Here are some common accommodation requests that you might receive, 并受《newbb电子平台》保护:

  • Additional breaks to drink water, eat, or use the restroom
  • A stool to sit on when the work is performed while standing, or areas to stand when the work is performed while seated
  • 请假去看医生
  • Temporary suspension or re-assignment of certain job duties
  • 远程工作
  • Time off to recover from 分娩 or miscarriage

What you need to know about PWFA as a supervisor:

  1. An employee or an employee’s representative acting on behalf of the employee (e.g.，配偶/伴侣，H.R. Liaison, FMLA Coordinator, and/or other family members, etc.) may submit a request for accommodation under PWFA.
  2. When any employee notifies you of their pregnancy, 分娩, 或相关的医疗状况, we recommend that you express support for this significant life event and ask what they need, 而不是假设他们的需求. A suggestion might be to simply ask, “How can I help?” 
    An employee can notify you or any newbb电子平台 representative of an accommodation request in person, 以书面形式, or electronically – any method qualifies as notification.
    Employees do not have to use specific words such as PWFA or accommodations to begin the interactive request process but must indicate a limitation to performing their job. 联系 可及性服务 at access@俄亥俄州.edu or 740.593.2620 (even if the employee is not a direct report or works in a different department) to share the employee’s notification and any accommodation requests.
  3. 另外, when any employee notifies you of episodic pregnancy-related conditions such as morning sickness; migraines; or lactation; we recommend that you express support for the employee and ask what they need, 也许是用上面同样的问题.
    如果住宿请求是共享的, communicate that information with 可及性服务 to begin an interactive process. 不像ADA, an employee does not have to show that a limitation meets a specific level of severity to be covered under the PWFA. Rather, the PWFA is intended to cover even uncomplicated and healthy pregnancies. The proposed rule says that a “limitation” means a modest, minor, or episodic impediment or problem.
  4. newbb电子平台 (and you as a manager) should not ask for supporting documentation when an employee shares an accommodation request under PWFA. This is a critical area of distinction between the PWFA and ADA. 就工务局的住宿要求而言, documentation may be deemed necessary in rare instances but allow 可及性服务 to provide guidance if that occurs.
  5. If you believe that an employee’s accommodation request would impose an undue hardship on your department and its essential functions, please contact 可及性服务 to discuss your concerns and navigate the interactive process with you.