The Pregnant Workers Fairness Act (PWFA) mandates reasonable accommodations to known limitations related to pregnancy, childbirth, or related medical conditions.

This law requires that employers grant pregnant workers reasonable accommodations - temporary job changes needed to maintain a healthy pregnancy and, in some situations, to help an employee recover from or deal with post-pregnancy related medical conditions - unless doing so would impose an undue hardship.

Though the PWFA has some similarities to the ADA, there are many distinct differences. For instance:

Did You Know / Some Of The Things You Will Learn:

• A person other than an employee could be covered under the PWFA
• Employers can be liable for PWFA violations if a supervisor mishandles a pregnancy accommodation request
• Entities other than the "qualified individual" may make accommodation requests on behalf of the pregnant worker
• Employers cannot use their "ADA Reason Accommodation" forms for PWFA
• To properly administer the PWFA, employers must understand the key concept of "known limitation" and what physical and mental conditions could be involved
• Which laws - the FMLA, ADA, or PWFA - take precedence
• Employers may not require a qualified employee affected by pregnancy, childbirth, or related medical conditions to accept an accommodation other than any reasonable accommodation arrived at through the interactive process
• The restrictions on employers seeking supporting medical documentation

Covered Topics:

In addition to the list above, some key areas - and potential problems - for PWFA administration include:

• Who is covered under the law (Hint: It's not just employees!)
• Which people or entities can notify/request a reasonable accommodation
• Needed precautions for your managers and supervisors
• Specialized rules for reasonable accommodations
• How to handle PWFA's interactive process requirements
• Medical certification rules - very different from the ADA rules
• Integration with FMLA, ADA, and other leave laws
• Documentation and recordkeeping requirements

Program Benefits:

Besides the great training, here are some of the additional benefits:

• Award-winning, easy-to-use interface that includes numerous "Administrative Tips" and examples that highlight key learning areas
• Interactive Q&A with answer rationale provided to help ensure learning and check your progress along the way
• Procedural recommendations that provide key processes and procedures
• Access via the Internet allows you to study at your pace and access materials anytime, anywhere
• Special "Bookmark" feature that allows you to learn at your own pace and quickly return to training if you are interrupted
• FREE updates when the law changes
• Optional test to become a "Certified PWFA Administrator"
• Eight hours of HRCI PHR and SPHR re-certification credits
• Eight hours of SHRM PDC re-certification credits
• Organizations enrolling three or more individuals also receive our Management Interface at no cost, allowing managers to view employee progress, test scores, and incorrectly answered test questions.

FYI: This course is sold as an annual subscription with four components: the training course itself; access to all training materials as a resource for one full year; free updates whenever the law changes, and; a Certified Administrator designation. Each year thereafter, you have the option to continue access to your materials, updates, and a new Certificate for only $99 per year!

Further, organizations with 10 or more employees - either for your own company or as a TPA - requiring FNLA training can customize this course. Please call us at 770-410-1219 for details.

Prefer In-Person Training?

We also offer an in-person training seminar on both FMLA and ADA compliance. For more details, go to Certificate Program In FMLA, ADA, And PWFA Compliance

Continuing Education Credits:

Click the 'Credits' tab above for information on PHR/SPHR, PDCs, and other CE credits offered by taking this course.View Applicable Discounts