by Laura Harshbarger, Esq., and Pamela Lundborg, Bond, Schoeneck & King
Amendments to the New York City Human Rights Law (NYCHRL) require reasonable accommodations for pregnant employees and will change the way employers handle even normal, routine pregnancies.
Beginning Jan. 30, most employers with employees working in New York City will be required to provide reasonable accommodations for pregnant employees. Under the new law, New York City employers with four or more employees must provide reasonable accommodations needed due to pregnancy, childbirth, or related medical conditions, provided that the pregnancy or condition “is known or should have been known” to the employer.
In other words, as long as the employee has announced her pregnancy or her condition is obvious, employers will be obliged to make accommodations.
The law states that accommodations may include “bathroom breaks, leave for a pe...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Irony: Motherhood Maternity settles pregnancy-bias suit
- Good-faith treatment for all is good policy, and good protection against lawsuits, too
- Minnesota's own 'equal rights amendment' moves forward
- When FMLA leave goes beyond doctor's estimate