The EEOC recently issued its final regulations interpreting the Pregnant Workers Fairness Act (the “PWFA”). The final rule, which becomes effective June 18, 2024, provides clarity regarding: (1) who and what types of limitations and medical conditions are covered under the PWFA; and (2) what accommodations are reasonable. The bottom line is that employers will be hard-pressed to justify denial of accommodations to employees whose activities are limited due to pregnancy, childbirth, or related medical conditions.
Read the full post on the Gulf Coast Business Law Blog here.
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