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.