Pregnancy Discrimination Prevention Program
According to the National Women’s Law Center, 75 percent of women entering the workforce will become pregnant at some point during their employment. State, federal, and local laws prohibit U.S. employers from discriminating against applicants and employees based on pregnancy or related medical conditions. Non-compliance with pregnancy discrimination laws can result in penalties, compensatory damages, and punitive damages up to $50,000 per complaint.
The Equal Employment Opportunity Commission (EEOC) has specifically identified pregnancy discrimination as one of its primary enforcement priorities over the next three years. In July 2014, the EEOC released new enforcement guidance on pregnancy discrimination, the first new guidance on the topic in over 30 years. The new guidelines clarify that existing anti-discrimination laws prohibit employment discrimination against individuals who are currently pregnant, trying to become pregnant, or recently gave birth to a child. The guidance also provides best practices for employers to prevent pregnancy discrimination in the workplace, and includes clarification on which pregnancy-related medical issues constitute temporary disabilities. Pregnancy discrimination charges, lawsuits, and settlements are expected to increase significantly over the next three years in light of the new guidance and increased focus from enforcing agencies.
To help employers ensure full compliance with applicable laws, Personnel Concepts has introduced a comprehensive Pregnancy Discrimination Prevention Program. Our exclusive program is designed to help you identify and mitigate your legal risks quickly and easily, while also providing reference materials and documentation forms that you can use whenever a pregnancy-related issue arises in the workplace. It includes a legal brief from an attorney with tips for employers, sample policies, plain-language summaries of applicable state and federal laws, coverage of the new EEOC guidance, and documentation forms to serve as proof of compliance.
Who Needs It
Every employer in the U.S. with one or more employees on payroll must comply with applicable state, federal, and local laws pertaining to pregnancy discrimination, breastfeeding/nursing mothers, and maternity and paternity leave.
While the new EEOC guidance focuses on the federal Pregnancy Discrimination Act (PDA), which only applies to businesses with 15 or more employees, employers of any size can mitigate their legal risks and demonstrate good-faith compliance with all applicable laws by addressing the common violations and implementing recommended best practices. Businesses with less than 15 employees must comply with applicable state and/or local laws relating to pregnancy discrimination and related issues. Our program simplifies this process with specific action steps and resources.
Lawsuit Prevention and Defense
Employment discrimination charges and monetary remedies for victims have reached record levels over the last three years, and the number of pregnancy-related discrimination charges is expected to increase significantly due to increased focus from the EEOC and state agencies. Utilizing our program’s best practices, sample policies, attorney recommendations, and documentation forms can help protect your business in the event of a complaint or lawsuit.
If you’re not completely satisfied with our Pregnancy Discrimination Prevention Program, you can return it within 30 days from the original date of purchase for a full refund, less shipping and handling.
Our Pregnancy Discrimination Prevention Program includes the following materials and information
- A plain language compliance guide (featuring a legal brief from an attorney) to help employers and managers understand complex state and federal laws pertaining to pregnancy discrimination, job accommodation, maternity leave, paternity leave, breastfeeding, and break times for nursing mothers.
- 25 Training Handouts for Managers and Employees to notify workers about their rights and obligations under applicable laws.
- 25 Job Accommodation Request Forms to document requests from pregnant individuals and the employer’s assessment of each request.
- An 11” x 17” Pregnancy Discrimination poster notifying employees of the various protections provided under existing state and federal laws as recently clarified by the EEOC.