Pregnant Workers Fairness Act


Instructor: Jacquiline M Wagner
Product ID: 706972
Training Level: Intermediate

  • Duration: 60 Min
Employers and Human Resources professional must be readily familiar not only with the already-implemented requirements set forth by the PWFA, but also the brand-new regulations which support the PWFA so they can hit the ground running on June 19, 2024.
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Read Frequently Asked Questions

The less than one-year-old federal Pregnant Workers Fairness Act (PWFA) requires most employers with 15 or more employees to provide “reasonable accommodations” for a worker’s known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an undue hardship.

The PWFA went into effect on June 27, 2023, and Equal Employment Opportunity Commission (EEOC) began accepting charges based on violations of the Act on the same day.

On April 15, 20204, the EEOC issued final regulations to the PWFA, providing important clarity to employers so they can better understand their duties under the PWFA.

The final regulations were approved by majority vote of the EEOC on Apr. 3, 2024 and will be published in the Federal Register on Apr. 19, 2024. The final regulations become effective on June 19, 2024.

Why Should You Attend:

Failure to comply with the Pregnant Workers Fairness Act and its new regulations comes with significant financial consequences.

Penalties vary, encompassing minor fines for smaller infractions to substantial monetary consequences for severe or repeated breaches. Additionally, non-compliant employers may potentially face legal action from employees who claim they aren’t being appropriately accommodated and/or are being discriminated against on the basis of pregnancy.

Areas Covered in the Webinar:

  • Covered Employers
  • Eligible Employees
  • Definitions under the PWFA
  • Employee’s request of an accommodation
  • Engaging in the Interactive Practice
  • Examples of reasonable accommodations for pregnant workers
  • Exceptions to requirement to perform “Essential Functions”
  • Employer’s request for supporting documentation
  • The new PWFA federal regulations
  • The EEOC’s interpretative guidance
  • Prohibited acts of the Employer
  • Penalties for non-compliance

Who Will Benefit:

Whether you are an employer, Human Resources professional, supervisor or in-house counsel seeking to create a supportive workplace culture or an employee navigating the dynamics of accommodations based on pregnancy, childbirth and related medical conditions at work, this class will provide valuable insights and practical guidance.

Instructor Profile:
Jacquiline M. Wagner

Jacquiline M. Wagner, Esq.
President of Wagner HR

Jacquiline M. Wagner, Esq. is the proud President of Wagner HR - working to improve the performance of employees and supervisors. Jacquiline uniquely understands the needs of business owners and employers. For almost 25 years, Jacquiline has enjoyed the honor of representing hundreds of employers and supervisors in an assortment of industries concerning all aspects of Employment Law.

Stemming from that experience, Jacquiline proudly boasts presenting her training for more than 250 audiences! She consistently receives commendation and accolades that her approach to training has proven successful, not only in reducing employment claims, but also in changing hearts and minds in the workplace. In other words, she effectively limits employer liability! In addition to spearheading Wagner HR, Jacquiline is a principal Human Resources and continuing education trainer on behalf of the Office of General Counsel for the Los Angeles Unified School District, where she serves as Associate General Counsel. (LAUSD does not sponsor, endorse or assume liability for Wagner HR. No public funds, materials, resources, supplies or equipment are used for or by Wagner HR.)

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