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BCU Webinars Webinar

New Federal Accommodation Law – Current, Past, or Potential Pregnancy

The PWFA accommodation obligations extends to current pregnancy, but also “past pregnancy” and even “intending pregnancy”. Bank accommodation is required if the employee is affected by a “condition”, such as “anxiety”, “dehydration”, “loss of balance”, and others described as “minor and/or episodic”. Employees are entitled to protection even if they cannot perform an essential function for a period of “forty weeks”.

We are already witnessing an increasing volume of employee requests and difficult operational questions. This session will include a detailed discussion of the new legal obligations, contrasting them with the well-known ADA standards. We will outline the limited opportunities to manage or scrutinize these accommodation requests. We will also provide “take and use” forms to assist in maintaining PWFA compliance.

$279.00
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SKU 70BWUS236946G

What You'll Learn

  • What is the scope of employees potentially eligible for accommodation?
  • What is the range of “conditions” which would trigger accommodation?
  • How does the PWFA address an employee’s ability to perform essential functions?
  • What employee agreement is necessary when crafting an accommodation?
  • How is the “undue hardship” standard more demanding than the ADA?
  • What documentation is not available under the PWFA, even though common under the ADA?

Who Should Attend

HR, senior leaders, compliance, audit, and bank counsel.

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