Workers may also be entitled to accommodations under Title VII or the ADA. The PWFA also prohibits an employer from forcing a worker to take an accommodation, absent certain steps, and prohibits an employer from requiring a worker to take leave if there is another accommodation that does not cause an undue hardship that will allow the worker to stay on the job. Under the PWFA, an employer must accommodate a worker’s known limitation related to pregnancy, childbirth, or related medical conditions, absent undue hardship. Firing from a job, reduction of hours, layoff, or termination of employment.Training, employee benefits, or any other term or condition of employment and.Hiring or the job application and selection process.Title VII and the ADA cover employment discrimination in all aspects of employment, including: The ADA also requires that employers keep all medical records and information, including those that are pregnancy-related, confidential and in separate medical files. While pregnancy itself is not a disability under the ADA, some pregnant workers may have one or more impairments related to their pregnancy that qualify as a “ disability” under the ADA. An employer may have to provide that worker with a reasonable accommodation for the pregnancy-related disability. The third law is the Americans with Disabilities Act, which is called the “ADA.” The ADA prohibits discrimination against an applicant or employee based on a disability, including a disability related to a pregnancy such as diabetes that develops during pregnancy. ![]() The second law is the Pregnant Workers Fairness Act, which is called the “PWFA.” The PWFA requires a covered employer to provide a reasonable accommodation to a worker’s known limitation related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an undue hardship.
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