D.C. has passed the Protecting Pregnant Workers Fairness Act of 2014, which will require employers to provide reasonable workplace accommodations for employees who are limited by pregnancy, childbirth, a related medical condition, or breastfeeding.
Specifically, it will be unlawful for an employer to:
• refuse to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding for an employee that would not pose an undue hardship;
• take an adverse action against an employee who requests or uses a reasonable accommodation;
• deny employment opportunities to an employee or job applicant if the denial is based on the request for reasonable accommodations related to pregnancy, childbirth, related medical conditions, or breastfeeding;
• require an employee affected by pregnancy, childbirth, related medical conditions, or breastfeeding to accept an accommodation that the employee does not want if the employee does not have a known limitation related to pregnancy, childbirth, related medical conditions, or breastfeeding or the accommodation is not necessary for the employee to perform her duties; or
• require an employee to take leave if a different reasonable accommodation can be provided.
The law will require that employers post and maintain a notice of rights in both English and Spanish. The Protecting Pregnant Workers Fairness Act of 2014 will take effect following a 30-day period of congressional review and publication in the District of Columbia Register.
