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Pregnant Workers Fairness Act (PWFA)

Now There's Really No Excuse: Pass the PWFA!

Today is not just any old Wednesday. In fact, let’s rename it “Bipartisan Wednesday.” Or, “We All Stand for Pregnant Workers Wednesday.” Or, “The Day the Pregnant Workers Fairness Act Gained a Republican Sponsor in the House (So There’s Really No Excuse Not to Pass It) Wednesday.”

What’s the Pregnant Workers Fairness Act? Read more »

Democrats and Republicans Agree: Time for Fairness for Pregnant Workers

Today, the Pregnant Workers Fairness Act was introduced in Congress, just as it was in 2012 and 2013—but this time, with a crucial difference. This time Republicans stood with Democrats in asserting that the time for fairness for pregnant workers has arrived. In addition to Congressman Nadler, Senator Casey, and Senator Shaheen, all longstanding Democratic champions for pregnant workers, Republican Senators Ayotte and Heller have lent their leadership and support to the bill. This is a big deal, as bipartisan efforts are few and far between these days, and a bipartisan bill is much more likely to move forward. Read more »

A Problem and a Step Towards a Solution: Mothers and the Pregnant Workers Fairness Act

Today is a big day.  

Today is Equal Pay Day for mothers who work outside of the home—while women typically earn 78 cents to every dollar earned by men for full-time, year-round work, these women earn just 70 cents to every dollar earned by fathers who work outside of the home. This means that for mothers who work outside of the home, today marks the day that their salaries finally catch up to equal pay for the previous year.

Today Congress has also reintroduced the Pregnant Workers Fairness Act, or PWFA, to ensure that pregnant workers with medical needs receive reasonable accommodations at work that keep them on the job and earning a paycheck. While most women can work safely throughout their pregnancies without needing any job modifications, some women find that at some point during pregnancy particular job activities—such as lifting, bending, or standing for long periods—may begin to pose a challenge. Many of these women could continue to work without risk to themselves or their pregnancies with slight job modifications. Unfortunately, too many women are pushed out of their jobs—losing not only valuable paychecks but often benefits and insurance coverage—simply for being pregnant. The PWFA—introduced with bipartisan support—adopts language from the Americans with Disabilities Act to ensure that no pregnant worker will have to choose between the health and safety of her pregnancy and her paycheck. Read more »

Nebraska Becomes the Thirteenth State to Protect Pregnant Workers' Job Security

What do women in Nebraska now have in common with women in Alaska, California, Connecticut, Delaware, Illinois, Iowa, Hawaii, Louisiana, Maryland, Minnesota, Texas, and West Virginia? Like the women in those states, Nebraska women no longer have to fear for their jobs when they become pregnant.

That’s because earlier this week, Governor Ricketts signed the Nebraska Pregnant Workers Fairness Act (LB 267) into law that grants pregnant workers the right to reasonable accommodations, so that no woman will have to choose between the health and safety of her pregnancy and her paycheck. Read more »

A Win for Peggy Young Means the Pregnant Workers Fairness Act is More Critical Than Ever

Cross-posted from Alliance for Justice’s blog

Last week, in a 6-3 ruling authored by Justice Stephen Breyer, the Supreme Court in Young v. UPS gave Peggy Young and lots of pregnant workers like her a victory. Peggy worked as a driver at UPS. When she got pregnant, she informed UPS that her doctor had advised her to avoid lifting more than 20 pounds during her pregnancy. However, Peggy was pushed onto unpaid leave because UPS refused to accommodate her, even though it accommodated other groups of workers, including those who required accommodation under the Americans with Disabilities Act, those who lost their Department of Transportation certification, and those who needed lifting restrictions due to an on-the-job injury. Read more »

Pregnant Workers Need More Than Lip Service

First the good news: last Thursday night the Senate unanimously voted for providing pregnant workers with a right to workplace accommodations. Now the bad news: the measure is nonbinding and purely symbolic — unless the Senators who voted for it are held accountable for supporting the real thing.

The budget amendment, introduced by Senator Casey, Senator Shaheen, and Senator Murray, was the first opportunity for Senators to vote on accommodations for pregnant workers. And it was a big hit! Unanimous votes are not so typical in the Senate these days, even for nonbinding measures. In some ways, though, unanimous support for the measure isn't so surprising. After all, West Virginia, Illinois, and Delaware all unanimously passed bills requiring reasonable accommodations for pregnant workers in 2014, as did Philadelphia, D.C., Providence, and (the year before) New York City. Only one legislator voted against New Jersey's 2014 pregnancy accommodations law. Read more »

Illinois Commits to Protect Pregnant Workers

Bene’t Holmes, a 25-year-old single mother of a five-year-old son, worked at Walmart in Chicago when she became pregnant last year. Holmes describes having trouble lifting 50-pound boxes on the job when she was four months pregnant. Walmart’s written policy at the time was to provide reasonable accommodations for disabilities and on-the-job injuries, but not for pregnancy. Holmes knew that her work was putting excessive strain on her body, and her doctor said she needed temporary job duties that would be less physically strenuous. But according to Holmes, a store manager denied her request, explaining that when she took her job, she was expected to lift 50 pounds. The day after her request was denied, Holmes had a miscarriage while at work at Walmart.

Unfortunately, Holmes’ story is not unique. Today, more women are in the workforce than ever before and are working later into their pregnancies. While most women continue working throughout their pregnancies with no need for changes in their jobs, some—particularly those in physically demanding jobs—will need temporary adjustments to continue working safely. Frequently these women need only a simple accommodation—like avoiding heavy lifting for a few months, being permitted to sit occasionally during a long workday, or staying off high ladders. Read more »

Keeping Pregnant Workers on the Job Unanimously Carries the Day in Delaware

Earlier this month I was thrilled to be present as the Delaware Senate unanimously voted in favor of S.B. 212 — the state’s version of the Pregnant Workers Fairness Act (PWFA). And yesterday the state House of Representatives followed suit in another unanimous vote on the bill. Once the Governor signs this landmark piece of legislation, Delaware will become the 13th state to provide for workplace accommodations for at least some pregnant workers.

Many women can continue working safely throughout their pregnancies, but some women find that at some point during pregnancy certain job activities — things like lifting, bending, or standing for long periods — can begin to pose a challenge. Many of these women could continue to work without risk to themselves or their pregnancies with slight job modifications. But too often employers deny pregnant workers such modifications, even if they would provide similar accommodations to workers with temporary disabilities — and force women to make an impossible choice between the health of their pregnancies and their jobs.

That is where Delaware’s PWFA bill comes in. It will ensure that pregnant women can continue to do their jobs and support their families by making it unmistakably clear that employers have to grant reasonable accommodations to women who are experiencing medical limitations as a result of pregnancy, childbirth, and related conditions, unless the accommodation would pose an undue hardship for the employer. Read more »

President Obama Stands Up for Pregnant Workers

It’s a pretty special day when you get a shout-out from the President. And yesterday, at the White House Summit on Working Families, pregnant workers got that shout-out. Twenty-first century families need 21st century workplaces, the President said:

That means treating pregnant workers fairly, because too many are forced to choose between their health and their job. Right now, if you’re pregnant you could potentially get fired for taking too many bathroom breaks—clearly from a boss who has never been pregnant—or forced [onto] unpaid leave. That makes no sense.

Of course, the President is right. (And as someone who was lucky enough to be there in person, I can attest that these remarks got a huge cheer inside the standing-room-only event.) Right now, when pregnant workers have a medical need for a temporary accommodation, too often bosses say no, even when they provide accommodations to workers who need them because of disabilities or injuries. Pregnant workers are then faced with a choice no one should have to make, between ignoring their doctor’s advice and putting their jobs at risk. But luckily there’s a solution at hand, as the President made clear, when he urged, “Congress should pass the Pregnant Workers Fairness Act without delay.” Read more »

Can We All Agree? Pregnant Workers Deserve Fair Treatment

There is a short list of things we can all agree on — summer vacations are the best; sequels are never as good as the original movie; Diet Dr. Pepper tastes close to the real thing. After the last year, I'd like to think we can add "fair treatment for pregnant workers" to the list. But while states around the country seem to agree that this is an utterly noncontroversial statement, Congress just can't seem to get on board. 

While many women can work through pregnancy without needing any changes in their daily work, some women have a medical need for temporary modifications in job policies or duties in order to continue working safely through their pregnancies. Women like Hilda Guzzman. Hilda stood on her feet for eight to ten hours at a time in her job as a cashier and started to experience premature labor pains as a result. She asked her employer if she could sit on a stool while working the cash register. Her employer refused to accommodate her pregnancy-related impairment and she was forced out of her job. Without an accommodation, Hilda was unable to work for the remainder of her pregnancy. She lost her income at the very moment her financial needs were increasing. 

Unfortunately, Hilda's story is not unique. All too often, when pregnant women request a temporary change in the workplace — such as a reprieve from heavy lifting or the right to drink water during a shift — their employers are denying the request and pushing pregnant women out of their jobs. Read more »