It’s not what you think.
PDA stands for the Pregnancy Discrimination Act.
It’s Only Fair
In an attempt to clarify confusion surrounding fair treatment of pregnant employees, last week the Equal Employment Opportunity Commission (EEOC) issued new guidance for employers based on the Pregnancy Discrimination Act and the Americans with Disabilities Act (ADA).
Over 5,000 workplace pregnancy discrimination charges were filed with the EEOC and state and local Fair Employment Practices agencies in 2013. The EEOC hopes to lower that figure by making the laws regarding accommodations for pregnant employees more clear to employers.
Twelve states and four cities have already passed pregnancy accommodation laws, but the Supreme Court will not begin to labor over its decision regarding the extent of reasonable accommodations until next term.
Disability According to the ADA
Pregnancy itself is not a disability, but pregnant workers are not excluded from the Americans with Disabilities Act, which protects employees in the workplace with temporary ailments as well as those with permanent disabilities.
Pregnant employees must be given the same rights, leave privileges and benefits as non-pregnant employees who are similar in their ability (or inability) to work.
Treat pregnant employees the same as you would any other employees needing reasonable workplace accommodations in order to do their jobs. Providing pregnant employees with the same treatment as other employees is not only kind, it’s good business sense.
It’s a formula for success, baby!
Have questions regarding ADA accommodations in the workplace? Give managestaff a call. We’ll help.
It’s what we do.