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Overview:  


In addition to existing Federal laws addressing pregnancy rights, the Pregnant Workers Fairness Act (PWFA) and the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP For Nursing Mothers Act) were adopted when President Joe Biden signed the Consolidated Appropriations Act on Dec. 29, 2022.  PUMP went into effect on April 28th and PWFA is set to take hold on June 27, 2023.
 

Like the Americans with Disabilities Act (ADA), the PWFA includes the obligation to provide reasonable accommodations so long as they do not impose an undue hardship. In the past, many courts determined that pregnancy alone was not a disability entitled to accommodation under the ADA. Under the PWFA, employers will be required to provide reasonable accommodations to employees and applicants with known temporary limitations on their ability to perform the essential functions of their jobs based on a physical or mental condition related to pregnancy, childbirth, and related medical conditions.
 

The PUMP for Nursing Mothers Act expands existing employer obligations under the Fair Labor Standards Act (FLSA) to provide an employee with reasonable break time to express breast milk for the employee’s nursing child for one year after the child’s birth. The employer obligation to provide a place to express milk shielded from view and intrusion from coworkers and the public continues.
 


 

Why you should attend:  


This webinar will provide participants with an overview of current Federal laws addressing pregnancy and will assist participants in gaining a solid understanding of the provisions of The Pregnant Workers Fairness Act and the PUMP for Nursing Mothers Act.  To be in compliance, employers need to understand the provisions of both new laws. 



 

Topics Covered in this Session: 
 

  • What is the Pregnant Workers Fairness Act & the PUMP for Nursing Mothers Act?
  • Existing pregnancy-related Federal legislation
  • PWFA & PUMP interactions with State & Local laws
  • PWFA & PUMP overlap with the ADA & FMLA
  • Legal remedies under the PWFA & PUMP
  • Ensuring compliance


 

Who will benefit from this webinar: 
 

  • Senior Leadership
  • HR professionals
  • Operations Professionals
  • Managers and Supervisors
  • Employees


 

Ask your question directly from our expert during the Q&A session following the live event.

Diane L. Dee
Diane L. Dee, President of Advantage HR Consulting, LLC, has over 25 years of experience in the Human Resources arena. Diane’s background includes experience in Human Resources consulting and administration in corporate, government, consulting, and pro bono environments. Diane founded Advantage HR Consulting, LLC, in early 2016. Under Diane’s leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on various HR topics for various compliance training firms across the country.

Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP, and HRPM® certification.


Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation, assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.

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