Washington D.C. Pregnant Workers Fairness Act (e1512)



5974080-381635Applies to:All Regular and Temporary Employees in Washington, D.C.00Applies to:All Regular and Temporary Employees in Washington, D.C.-291465-23431500Washington d.c. pregnant workers fairness actOverviewThe Washington, D.C. Pregnant Workers Fairness Act requires employers to reasonably accommodate employees whose ability to perform their jobs is impacted by pregnancy, childbirth, related medical conditions, or breastfeeding. The law also prohibits taking adverse actions against those who request or need an accommodation. A reasonable accommodation is any an employer can make for an employee that does not create undue hardship for the business operation. Accommodations include, but are not limited to, the following: More frequent or longer breaksTime off to recover from childbirthAcquisition or modification of equipment or seatingTemporary transfer to a less strenuous or less hazardous position (or other job restricting, such as a light duty or a modified work schedule)Refraining from heavy liftingRelocating the employee’s work areaProviding private non-bathroom space for expressing breast milkPersons AffectedAll Kelly regular and temporary employees working in Washington, D.C.RequirementsAn employee or applicant cannot be subject to adverse action or denied employment opportunities based on a need to make accommodations for known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding. An employee cannot be required to accept an accommodation if that employee can satisfactorily perform the job without it, or if the employee does not have a known limitation related to pregnancy, childbirth, related medical conditions, or breastfeeding.An employee cannot be forced to take leave if a reasonable accommodation would suffice.Employers must engage in good faith in a timely and interactive process with an employee requesting, or otherwise needing, a reasonable accommodation to determine an appropriate accommodation.DocumentationEmployers may require certification from the employee’s healthcare provider concerning the medical advisability of a particular accommodation to the extent that a certification is required for other temporary disabilities. The certification shall include:The date such an accommodation became or will become medically advisableAn explanatory statement as to the medical condition and the advisability of providing the accommodation in light of the conditionThe probable duration that the accommodation will be neededContactEmployees needing further information about the Washington, D.C. Pregnant Workers Fairness Act should contact their Kelly Representative or HR generalist. ................
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