A+ Compliance with Pregnant Employees and New Parents: Pregnancy at Work

Instructor: Elga Lejarza
Product ID: 703911
  • Duration: 60 Min

recorded version

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This training program will help attendees distinguish between the Pregnancy Discrimination Act (PDA) and the Family and Medical Leave Act (FMLA); understand the benefits applicable to new parents or an adopting employee; and segregate the difference in coverage between disability leave and maternity leave.

Course "A+ Compliance with Pregnant Employees and New Parents: Pregnancy at Work" has been pre-approved by HRCI as eligible for 1 credits towards a participant's recertification upon full completion.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program”.

Why Should You Attend:

With pregnancy discrimination complaints quickly becoming one of the fastest-growing types of employment discrimination charges filed with the EEOC, it's more important than ever to know the ins and outs of the Law.

This webinar will address:

  • Navigating the maze of legal requirements: Pregnancy Discrimination Act (PDA), Americans with Disabilities Act (ADA), and the Family and Medical Leave Act (FMLA).
  • Strategies to minimize pregnancy bias claims when hiring.
  • Best practices to avoid pregnancy discrimination claims.
  • Dilemma between trying to protect the unborn child versus pregnancy discrimination.
  • Special situation when both parents requesting FMLA for birth of child or adoption work for the same company.
  • Terminating a pregnant employee without getting sued.
  • Surrogate pregnancy and FMLA.
  • Break time for nursing mothers.

Areas Covered in the Webinar:

  • Reasonable accommodations for an employee who is pregnant or recently gave birth
  • Serious health conditions under FMLA, ADA, PDA
  • Specific rights of pregnant employees and common employment practices that could be considered discriminatory
  • Difference between PDA and FMLA
  • When is an employer required to place a pregnant employee on leave?
  • Requiring documentation for pregnancy related absences
  • Disciplining a pregnant employee: Tips to stay out of court
  • Learning from recent pregnancy discrimination cases
  • Understanding the rights of parents in the workplace
  • Adoption and foster care under federal law
  • Working with new parents to assist them on the roller coaster balancing work and family life

Who Will Benefit:

  • HR Professionals
  • Office Managers
  • Business Owners
  • Compliance Officers
  • Managers and Supervisors
  • Employee Relations Professionals

Instructor Profile:

Elga Lejarza is founder and president of Lejarza HR Consulting LLC. She has over 19 years’ experience in human resources management and is certified as a Professional in Human Resources (PHR). Lejarza HR Consulting provides recruitment, training and consulting services to small to medium sized businesses across the US.

Ms. Lejarza also works as a human resources generalist for Walgreens Distribution Center in Williamston, South Carolina. Ms. Lejarza is a member of the National Society for Human Resources Management, the Greenville Society of Human Resources Management, and the Anderson Society of Human Resources Management.

Topic Background:

Federal and state laws governing pregnancy and new parenthood including adoption related employment issues generally fall into two categories: prohibition against adverse employment actions and rules covering pregnancy-related leave.

Pregnancy related leave issues are addressed under the Pregnancy Discrimination Act (PDA) which amended Title VII of the Civil Rights Act of 1964 to recognize pregnancy discrimination as a form of sex discrimination, the Family and Medical Leave Act (FMLA), and in limited circumstances, the American with Disabilities Act (ADA). The laws govern how pregnant employees and new parents should be treated when they are unable to work because of their pregnancy. Many states also have laws regarding pregnancy discrimination, pregnancy leave and family and medical leave laws, and a growing number of states require employers to make an effort to provide a room where employees who breastfeed their babies can express milk at work.

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