Podcasts about pwfa

In this episode of Take It or Leave It, host Josh Seidman sits down with Jim Jantz, a leave and disability compliance expert from Marsh McLennan Agency, to explore the critical role managers play in navigating employee leaves and accommodations. From recognizing the signs of a potential FMLA request to understanding when and how to escalate to HR or Legal, Josh and Jim discuss why proper manager training is essential to legal compliance, day-to-day administration, and employee well-being. They also dig into some of the more complex challenges managers face, like handling intermittent FMLA leave, managing the interactive process under the ADA and PWFA, and knowing when leave might be a reasonable accommodation. With practical tips, common pitfalls, and real-world examples, this conversation is packed with guidance to help frontline managers support their teams without putting their organizations at risk. Read the full transcript of this episode here: https://www.seyfarth.com/dir_docs/podcast_transcripts/TIOLI_Episode41.pdf

The EEOC has announced its intention to switch gears and focus on anti-discrimination protections to include portions of the PWFA final rules and employment laws against illegal preference of non-American workers over American workers under Title VI. In this episode Pandy talks about these directives as well as the guidance on Anti-Arab, Anti-Muslim and Antisemitic discrimination involving social media and workplace behaviors.

As we reckon with an administration hostile to equal rights, feminists will continue to fight. To help keep hope, we must remember and celebrate recent wins. One of those wins is the Pregnant Workers Fairness Act, which took effect on June 27, 2023. This is a landmark piece of legislation that prohibits discrimination and ensures workplace accommodations related to pregnancy for workers. But is the PWFA safe, or will it be threatened by the Trump Administration's crusade against reproductive rights and justice?Joining us to discuss the history and significance of the PWFA is our very special guest, Dina Bakst: Dina Bakst is the co-founder and former co-president of A Better Balance, a national nonprofit legal advocacy organization that uses the power of the law to advance justice for workers. Bakst was awarded the prestigious Heinz Award for the Economy for A Better Balance's successful work advancing work-family justice in 2021, and the first-ever Visionary Women Award for Women's Economic Empowerment in 2022.  In 2020, she was named one of “16 People and Groups Fighting For a More Equal America” by Time Magazine. Prior to co-founding A Better Balance, Dina was an attorney with the NOW Legal Defense & Education Fund (now Legal Momentum) where she pursued litigation and policy advocacy on a wide range of women's rights issues.Check out this episode's landing page at MsMagazine.com for a full transcript, links to articles referenced in this episode, further reading and ways to take action.Support the show

Kristin goes over a couple of documents pertaining to the PWFA, and Pumping ActAnswer a few listener's emails. Special guest stand in, Malcove (voice disguised for anonymity)

“The only thing for sure that we can say about 2025 is that the changes are just going to keep coming. So, make sure that you've really got your eye on the ball, that you're plugged into your different resources so that you can stay ahead of the curve, be compliant and be the employer of choice.” Chapters 00:00 Navigating Workplace Law in 2025 02:11 The Impact of PWFA on Employers 05:28 Return to Work Initiatives and Employee Accommodations 08:49 Mental Health Challenges in the Workplace 11:57 The Role of Artificial Intelligence in Employment Practices 18:41 Trends in Paid Family Medical Leave Legislation

In this episode, host Josh Seidman sits down with Christina Meddin to explore the Pregnant Workers Fairness Act (PWFA) and its requirements for employers to provide reasonable accommodations to workers with pregnancy-related limitations. Together, they unpack the law's broad coverage, and discuss practical steps employers can take when seeking to comply with the PWFA. This episode highlights essential action items for organizations, such as training frontline managers and HR teams to recognize accommodation requests, promptly responding to those requests, and engaging in the interactive process to explore alternatives. This episode also covers preliminary PWFA enforcement activity by the EEOC, and how this enforcement activity can inform employers' practical compliance efforts. And, no PWFA discussion is complete without examining how the new law compares to the ADA. Join Josh and Christina as they strategize about structured approaches to handling requests and leveraging tools to manage accommodations effectively, while emphasizing the importance of documentation, forms and policies to comply with the PWFA.

The Pregnant Workers Fairness Act (PWFA) was created to bridge the gap between federal laws, as Carol Miaskoff, legal counsel for the Equal Employment Opportunity Commission, explains in this episode. Listen in to hear Miaskoff talk with Marjory Robertson, AVP and senior counsel for Sun Life, about top employer challenges. The two also offer guidance from the PWFA rule to support employees and ensure employer compliance!Resources:How Employers Could Get into Trouble Under the PWFADMEC Annual Conference Aug. 5-8 in NashvilleSection of the EEOC regulations for the PWFA that specify unnecessary delays

The EEOC's final regulations and interpretative guidance implementing the Pregnant Workers Fairness Act provide important clarifications and insights into how the EEOC will enforce the law. The PWFA went into effect on June 27, 2023.

Description: Earlier this year, the U.S. Equal Employment Opportunity Commission (EEOC) issued its Pregnant Workers Fairness Act (PWFA) Final Rule, which has recently gone into effect. In this episode, Emily and Lara discuss the PWFA, covering the background, provisions, and implications of the law.

EEOC Commissioner Andrea Lucas and David discuss the leading issues facing the Equal Employment Opportunity Commission, including corporate DEI programs, the Commissioner's dissenting views on the new Pregnant Workers Fairness Act (PWFA) regulations, and the EEOC's new Harassment Guidance, and the Agency's amicus brief filed in the private litigation involving Artificial Intelligence used by Workday. Don't miss these great insights and comments provided by Commissioner Lucas! Contact Fortney & Scott: Tweet us at @fortneyscott Follow us on LinkedIn Email us at info@fortneyscott.com Thank you for listening! https://www.fortneyscott.com/

Longtime host Ari Kwiatkowski is back, fittingly from maternity leave, to discuss the Pregnant Workers Fairness Act (PWFA) regulations. The PWFA requires employers to provide reasonable accommodations for known limitations related to pregnancy, childbirth, and associated conditions. In this solo episode, Ari provides an overview of the law, its requirements, and what constitute known limitations, qualified employees, and reasonable accommodations. The episode also covers lactation accommodations as well as a current lawsuit against the EEOC.

In this podcast recorded at Ogletree Deakins' national Workplace Strategies seminar, Sheri Giger (shareholder, Pittsburgh) and Charles Thompson (shareholder, San Francisco) identify gaps that employers may have in their reasonable accommodation and leave of absence processes. Sheri and Charles, who is co-chair of the firm's Leaves of Absence/Reasonable Accommodation Practice Group, discuss the intersection of the FMLA, ADA, and PWFA; workers' compensation; reasonable accommodation obligations; short- and long-term disability laws; light duty under the ADA; and state law. The speakers offer practical tips, including identifying key internal players, checking for compliance gaps, and not taking a wrong turn when handling leave and accommodation requests.

EEOC's new Pregnant Workers Fairness Act regulations are effective beginning June 18.  Join David and Nita as they discuss best practices for employers to prepare and to comply with the new regulations, and the key differences between the new PWFA and the existing ADA and FMLA requirements.   Contact Fortney & Scott: Tweet us at @fortneyscott Follow us on LinkedIn Email us at info@fortneyscott.com Thank you for listening! https://www.fortneyscott.com/

At long last the EEOC has issued its final regulation and interpretive guidance on the Pregnant Workers Fairness Act (PWFA), providing employers with additional insights on employee entitlements, employer responsibilities and agency enforcement under the Act. The final regulation's effective date is less than one month away – June 18, 2024. Given that the PWFA is one of the biggest leave law developments in recent memory and is still quite green (the law has been in effect for less than a year), it's important for employers to understand how the final regulation impacts their organization and employees. In this episode, host Josh Seidman is joined by Karla Grossenbacher, a Seyfarth Labor and Employment Partner who has followed this legislation closely, to discuss the framework of the PWFA and what has and has not changed in light of the final regulation. Josh and Karla explore key distinctions between the PWFA and related federal employment laws, including the Pregnancy Discrimination Act (PDA) and Americans With Disabilities Act (ADA), how these laws interplay, key terms and conditions employers need to be aware of, and practical tips and strategies for employers.

The EEOC issued regulations that provide employers with guidance on how to implement the PWFA, and they go into effect on June 18, 2024. In this episode, we discuss the types of limitations related to pregnancy, childbirth, or related medical conditions that employees may face, as well as how employers should handle requests for accommodation. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide. Host: Tara Stingley (email) (Cline Williams Wright Johnson & Oldfather, LLP / Nebraska)Guest Speaker: Amanda Williams (email) (Parker Poe Adams & Bernstein LLP / South Carolina)Support the Show.Register on the ELA website here to receive email invitations to future programs.

The EEOC's Pregnant Workers Fairness Act (PWFA) requires a covered employer to provide a “reasonable accommodation” to a qualified employee's or applicant's known limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship.” The PWFA went into effect on June 27, 2023 and on April 15, 2024 the EEOC issued its final regulation to carry out the law. The final regulation goes into effect on June 18, 2024. In this episode, Mark, Vec, and Jenin discuss this regulation. See omnystudio.com/listener for privacy information.

This week, we're breaking down the U.S. Supreme Court's (SCOTUS's) new workplace discrimination decision, the Equal Employment Opportunity Commission's (EEOC's) final rule on the Pregnant Workers Fairness Act (PWFA), and whether the creator of artificial intelligence (AI) hiring tools should be liable for alleged bias by the tools.   Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw343 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/subscribe/ Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

Time to learn more about the vegetable soup of  #ADA and #PUMP and #PWFA. Employment Lawyer David Miklas joins us to sort this all out.    #HR #benefits #disability #pregenacy #DOL  #EEOC  https://www.linkedin.com/in/david-miklas-301861121/  Folow link to our Podcast Disclaimer ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://lp.constantcontactpages.com/cu/Acmh525/podcastdisclaimer⁠

In episode 144, Coffey talks with Vianei Braun about employers' responsibilities and employees' rights under the Pregnant Workers Fairness Act.Note: As predicted in the podcast (recorded on April 1st), the EEOC issued the final regulations implementing the PWFA on April 15th for official publication on April 19th. The final regulations can be found at https://www.federalregister.gov/public-inspection/2024-07527/implementation-of-the-pregnant-workers-fairness-act. (The final rule starts on page 272 of the PDF.) So far, we've noted no significant changes contradicting anything discussed during the podcast.Coffey and Vianei discuss the gaps in existing law that necessitated the PWFA; the difference between accommodations provided by the Americans with Disabilities Act and the PWFA, including obligations employers may have to suspend essential functions of a job under the PWFA; actions employers need to take to ensure PWFA compliance; the federal court injunction against the enforcement of the PWFA against the State of Texas; the PWFA's definition of “undue hardship”; how managers can navigate employees' undisclosed pregnancies; how long pregnancy-related accommodations may be required; how long pregnancy-related accommodations may be required; the importance of HR's inclusion in pregnancy-related accommodation documentation; when to involve a healthcare provider in reviewing documentation; and various kinds of PWFA accommodations employers may need to consider; and other challenges employers may face in implementing the PWFA.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com. If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest:Vianei Braun is a shareholder in Decker Jones, P.C. and heads their labor and employment law group. She has represented employers for more than 30 years and is a frequent author and speaker on employment law issues. Vianei is also a member of the Board of Directors of First Financial Bankshares, Inc. (NASDAQ: FFIN) and serves on their compensation and risk committees.Vianei appears on various law-related lists, including Best Lawyers in America and Super Lawyers. She has also been honored as a member of the “Fort Worth 400” by Fort Worth Inc. and as a “Great Woman of Texas” by the Fort Worth Business Press. At the time of her graduation at age 19, Vianei was the youngest ever female graduate of Princeton University. She received her law degree from the University of Texas School of Law and is a proud Longhorn.Vianei lives in Fort Worth with a pack of rescue Chihuahuas and with her husband Jason, an attorney in the enforcement division of the SEC.Vianei Braun can be reached at: https://www.linkedin.com/in/vianeibraunattorney About Mike Coffey:Mike Coffey is an entrepreneur, human resources professional, licensed private investigator, and HR consultant.In 1999, he founded Imperative, a background investigations firm helping risk-averse companies make well-informed decisions about the people they involve in their business.Today, Imperative serves hundreds of businesses across the US and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Mike has been recognized as an Entrepreneur of Excellence and has twice been named HR Professional of the Year. Additionally, Imperative has been named the Texas Association of Business' small business of the year and is accredited by the Professional Background Screening Association. Mike is a member of the Fort Worth chapter of the Entrepreneurs' Organization and volunteers with the SHRM Texas State Council.Mike maintains his certification as a Senior Professional in Human Resources (SPHR) through the HR Certification Institute. He is also a SHRM Senior Certified Professional (SHRM-SCP).Mike lives in Fort Worth with his very patient wife. He practices yoga and maintains a keto diet, about both of which he will gladly tell you way more than you want to know.Learning Objectives:1. Understand the key provisions of the Pregnant Workers Fairness Act.2. Differentiate between accommodations under the ADA and those required by the PWFA.3. Evaluate strategies for employers to ensure compliance with the PWFA.

In this new podcast episode, recent cases and news from the world of Labor & Employment Law will be discussed, including: The Pregnant Workers Fairness Act – A Texas court has enjoined enforcement of the PWFA against the state of Texas.  What does this mean for employers? COVID-19 Vaccine Cases – Two recent cases - Gibbons v. Disney and Kennedy v. PEI-Genesis - consider former employees' claims against their employers arising from vaccine mandates and employer policies relating to COVID-19. Cole v. 3 Circle Church – Can an employee who complained via  anonymous letters support a claim for retaliation?Listen in to find out what happened with these issues and how your business can avoid problems.Comments or questions: Contact Mark Chumley at mchumley@kmklaw.com or visit www.kmklaw.comIntro Music by ComaStudio via PixabayOutro Music by Vivaleum via Pixabay

Tonight, live at 7pm eastern I'll be discussing the Jets options at backup QB, the possible future of Zach Wilson with the Jets and Jeff Ulbrich coaching at the Senior Bowl! Who do you think would be the best fit in free agency to become the Jets backup QB? Do you think we'll see Zach Wilson in a Jets uniform next season? How do you feel about Sauce Gardner and Quinnen Williams winning PWFA awards? I take live callers! The number to my show is (515) 602-9639! Call in and share your takes! GO JETS! Here's all of my social media and content: https://linktr.ee/LongBeachJoe

2024 will be a leave-and-accommodations marathon for employers. In the absence of preemptory federal laws in this area, leave entitlement activity on the state and local level will continue to be an exercise in endurance for employers' compliance efforts. Jackson Lewis principals Katharine Weber, Joe Lynett and Patty Pryor give the issues a trial run as only they can.

Welcome to another Listener Q&A with The Team at HR Stories! Today's episode goes into these questions:Does anybody have good ideas to make your Indeed postings stand out and look less “basic” and “dry”?As a Manager, how do you create an environment where employees can be brave and have no fear of speaking up? Could you share some examples if you have any?We hired a woman who is pregnant. One of the supervisors is worried she cannot lift snow and feels like she shouldn't be called to work. Can we ask her to provide a doctor's note to make sure she has no restrictions? We want to be in compliance with PWFA.Support the showThe Ultimate Book of HR Checklists – Getting HR Right: Your Step-by-Step Reference for Avoiding Costly Mistakes. Go to HRChecklists.com (On sale - take $100 off ...only $79 ) Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcast Don't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event? You can reach the Team at TheTeam@HRstoriesPodcast.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.

In this holiday episode, we take a look back at the biggest employment law issues covered on the podcast in the past year and consider whether employers have been naughty or nice.  Issues include:The NLRB's ruling on confidentiality and non-disparagement clauses in severance agreements;Non-compete agreements;The PWFA and PUMP Act;Pay Transparency Laws;Artificial Intelligence; and Legalized Marijuana.Listen in and find out whether your business has been [employment law] naughty or nice.Comments or questions: Contact Mark Chumley at mchumley@kmklaw.com or visit www.kmklaw.comMusic :Jamming with Leon by texasradiofish (c) copyright 2020 Licensed under a Creative Commons Attribution Noncommercial  (3.0) license. http://dig.ccmixter.org/files/texasradiofish/61983 Ft: Scomber

During our September 2023 panel event entitled "Reshaping Work," our expert panel discussed the PWFA, parental workplace rights, the recent Supreme Court decisions' impact on the workplace, and the future of work. Panelists include Vasu Reddy from the National Partnership for Women and Families, Katy Youker from the Economic Justice Project at the Lawyers' Committee and Debra D'Agostino from the Federal Practice Group. The host is Outten & Golden's Wayne Outten and the moderator is Workplace Fairness' Aaron Abram.

The Pregnant Workers Fairness Act took effect on June 27, 2023. What are employers' obligations under this new federal law? In this episode, Labor and Employment attorneys Courtney Joiner and Melissa Losch answer basic questions that may arise as employers learn how to navigate this new law and explain the EEOC's proposed regulations.

In episode 66 of Barclay Damon Live: Labor & Employment Podcast, host Ari Kwiatkowski offers a solo overview titled “Breaking Down the New PWFA Regulations,” regarding the Pregnant Workers Fairness Act. Ari notes that the PWFA requires employers to provide accommodations to workers' “known limitations related to pregnancy, childbirth, or related medical conditions absent undue hardship.” The new regs extend those accommodations to applicants as well, specifying that it's the worker or applicant's responsibility to communicate any limitations. The new regulations include examples of “related medical conditions,” which are helpful to understand what employers must consider. Listen in for more.

Heard of the Pregnant Worker's Fairness Act? The major change with this federal law is that employers now must provide accommodations for an employee experiencing a “limitation” due to pregnancy. Previously, you were only legally obligated to provide accommodations if the employee had a pregnancy-related “disability.” So basically, limitation vs. disability. In some ways, this seems like semantics. But when it comes down to how these words are defined in the law (we won't bore you with the details of that here), there can be a lot of gray areas and disagreement over whether something is a “limitation” or rises to the level of “disability.” Listen to Paul Edwards and Grace Godlasky break down the PWFA, and why it matters in your business. 

Guest: Paige Hoster Good, Attorney and Shareholder with McAfee & Taft What constitute as "reasonable accommodations" under the newly proposed Pregnant Workers Fairness Act (PWFA) regulations? What steps are employers required to take when a qualified employee requests accommodation for a “known limitation” due to pregnancy, childbirth, or related medical condition? Our coverage around the PWFA continues, as McAfee & Taft's Paige Hoster Good joins the HR Works Podcast to discuss the EEOC's recently proposed regulations that are currently subject to a 60-day comment period, ending on October 10, 2023.  An expert in employment law, Paige shares what employers and HR teams need to be aware of in the current regulation proposal and breaks down the PWFA's interpretive guidance on employer responsibilities.

This week, we're analyzing the National Labor Relations Board's (NLRB's) recent Stericycle decision, the Equal Employment Opportunity Commission's (EEOC's) proposed rule on pregnant workers' rights, and the EEOC's first-ever artificial intelligence (AI) anti-discrimination lawsuit settlement. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw312 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/subscribe/ Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

On this episode of the Take It or Leave It Podcast, Seyfarth attorneys Josh Seidman and Debbie Caplan discuss the new Pregnant Workers Fairness Act (PWFA) and its implications on employers and employees alike. Join them as they highlight details about this new accommodation mandate for pregnant individuals, how it overlaps with and differs from the Americans with Disabilities Act (ADA) and Pregnancy Discrimination Act (PDA), open questions under the PWFA, and practical considerations for employers during the early stages of the PWFA.

This week, we break down the enforcement of the Pregnant Workers Fairness Act (PWFA), the U.S. Equal Employment Opportunity Commission's (EEOC's) EEO-1 report filing delay, and the U.S. Department of Labor's (DOL's) recent opinion on the Family and Medical Leave Act (FMLA). Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw309 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/subscribe/ Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

Join us this week as we  discuss the Pregnant Workers Fairness Act (PWFA) which went into effect June 27th.  We'll explain what it is, why it came about, and what you need to do to make sure your company is ready! Webinar - Implementing PWFA and PUMP Act This critical HR webinar will guide you through the PWFA and PUMP act. Management Northwest Join us for our upcoming trainings and webinars!Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.

Wednesday, June 28th, 2023     Today, in the Hot Notes: the audio tape of Donald Trump showing a classified document to staffers has leaked; special counsel Jack Smith's prosecutors will meet with Brad Raffensperger in Atlanta today; the Supreme Court rules against the independent state legislature theory; the reason Walt Nauta wasn't arraigned today; the Pregnant Workers Fairness Act goes into effect nationwide; plus AG and Dana deliver your Good News. Want some sweet Daily Beans Merchhttps://shop.dailybeanspod.com/ Check out other MSW Media podcastshttps://mswmedia.com/shows/ Follow AG and Dana on Social Media: Dr. Allison Gill Follow Mueller, She Wrote on Posthttps://twitter.com/allisongillhttps://twitter.com/MuellerSheWrotehttps://twitter.com/dailybeanspodhttps://www.tiktok.com/@muellershewrotehttps://instagram.com/muellershewrote Dana Goldberghttps://twitter.com/DGComedyhttps://www.instagram.com/dgcomedy/https://www.facebook.com/dgcomedy/Dana's Rochester Show July 28https://danagoldberg.com/appearances Google Doc of current legislation threatening trans people and their families:https://docs.google.com/spreadsheets/d/1fTxHLjBa86GA7WCT-V6AbEMGRFPMJndnaVGoZZX4PMw/edit?usp=sharing Have some good news; a confession; or a correction?https://www.dailybeanspod.com/confessional/ Promo Code:Thank you HelloFresh, America's Number One Meal Kit, for sponsoring this episode. Go to HelloFresh.com/dailybeans16 and use code dailybeans16 for 16 free meals plus free shipping!Listener Survey:http://survey.podtrac.com/start-survey.aspx?pubid=BffJOlI7qQcF&ver=shortFollow the Podcast on Apple:https://apple.co/3XNx7ckWant to support the show and get it ad-free and early?https://dailybeans.supercast.techOrhttps://patreon.com/thedailybeansOr subscribe on Apple Podcastshttps://apple.co/3UKzKt0

Guest: Darci Dunn, President of EssentialHr – HR Done Right With the Pregnant Workers Fairness Act (PWFA) taking effect on June 27th, the onus is on HR departments to review their accommodation policies for their U.S.-based employees during pregnancy and childbirth. So what does the PWFA entail and what do organizations and their HR teams need to know to ensure they remaining compliant under these updated EEOC standards? Employee relations and benefits expert Darci Dunn, President of EssentialHR – HR Done Right, joins the HR Works Podcast and helps us take a closer look at the details of the PWFA. Listen as she shares some must-have insight and next steps to help HR leaders meet the updated standards for reasonable accommodations for pregnant employees. Darci also offers some effective ways to communicate these policy changes across a workforce, and provides predictions for the next wave of workplace protections that could be on the horizon.

Join David and guest EEOC Vice Chair Jocelyn Samuels as they discuss the new Pregnant Workers Fairness Act (PWFA).  The PWFA requires covered employers to provide “reasonable accommodations” to a worker's known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship.”  The discussion addresses compliance steps that employers should undertake immediately as the PWFA goes into effect June 27, 2023.Contact Fortney & Scott: Tweet us at @fortneyscott Follow us on LinkedIn Email us at info@fortneyscott.com Thank you for listening! https://www.fortneyscott.com/

In this episode of The Worker Experience, host Edgar Ndjatou speaks with Vasu Reddy, the Senior Policy Counsel for Economic Justice at the National Partnership for Women & Families. Here, they discuss the perpetual discrimination faced by pregnant, postpartum, parent or future parent workers, the PWFA and other protections . Learn about your workplace rights here. Transcribed version of this episode is coming soon.

Legal obligations to provide accommodations to pregnant employees under the Pregnant Workers Fairness Act (PWFA) apply to employers nationwide, but federal agencies may have a slightly different route for implementing the new law.The PWFA, which President Joe Biden signed into law in December, will officially take effect June 27. It requires employers — including federal agencies — to offer accommodations to employees who have “known limitations” in the workplace that stem from pregnancy, childbirth and related medical conditions. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Legal obligations to provide accommodations to pregnant employees under the Pregnant Workers Fairness Act (PWFA) apply to employers nationwide, but federal agencies may have a slightly different route for implementing the new law. The PWFA, which President Joe Biden signed into law in December, will officially take effect June 27. It requires employers — including federal agencies — to offer accommodations to employees who have “known limitations” in the workplace that stem from pregnancy, childbirth and related medical conditions. Learn more about your ad choices. Visit megaphone.fm/adchoices

This episode of Multistate Monday offers an informative overview of the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act) and the Pregnant Workers Fairness Act (PWFA). Dee Anna Hays, chair of Ogletree Deakins' Multistate Advice and Counseling Practice Group, and Susan Gorey are joined by Christine Bestor Townsend, who fields as host of questions about employer obligations under the PUMP Act and the PWFA. Christine offers practical takeaways regarding interaction with other federal laws, including the Americans with Disabilities Act, as well as state and local lactation laws. She also reviews coverage, enforcement and remedies, and pointers for developing well-defined and compliant policies for both acts.

In early February, we discussed the expanded protections for pregnant and nursing employees in the US under the PWFA and the PUMP Act.  Today we continue our discussion on this topic, based on recent guidance released by the EEOC and DOL, as employers prepare to comply with the requirements of each of these laws.   Listen to our February episode here: https://www.buzzsprout.com/223251/12218937Host: Susan Deniker (email) (Steptoe & Johnson PLLC / West Virginia)Guest Speaker: Veronica Yu Welsh (email) (Shawe Rosenthal LLP / Maryland)Register on the ELA website here to receive email invitations to future programs.

Want Professional Development Credits for listening? Join the HR Membership. Visit here for more information.The Pregnant Workers Fairness Act (PWFA) is a new law that requires covered employers to provide “reasonable accommodations” to a worker's known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship.”Reasonable accommodations” are changes to the work environment or the way things are usually done at work.The House Committee on Education and Labor Report on the PWFA provides several examples of possible reasonable accommodations including the ability to sit or drink water; receive closer parking; have flexible hours; receive appropriately sized uniforms and safety apparel; receive additional break time to use the bathroom, eat, and rest; take leave or time off to recover from childbirth; and be excused from strenuous activities and/or activities that involve exposure to compounds not safe for pregnancy. Employers are required to provide reasonable accommodations unless they would cause an “undue hardship” on the employer's operations. An “undue hardship” is significant difficulty or expense for the employer. The PWFA goes into effect on June 27, 2023.  For more information, contact Karly Wannos at The Wannos Law Firm, PA Here.Follow Karly Wannos on Linkedin, Instagram and FacebookDisclaimer: The information on this website is for educational purposes only. The information does not constitute legal advice, and does not create an attorney client relationship with Karly Wannos, The Wannos Law Firm, P.A. or any other attorney employed by the firm. Karly Wannos is licensed to practice law in Florida only, and the information presented on this channel applies to Florida and Federal law only and is not otherwise state specific. Please consult with an attorney before making any important business related decisions. The contents of this post are owned by Karly Wannos, and cannot be duplicated or replicated without her express written permission. May be deemed an attorney advertisement.

U.S. President Joe Biden signed the Pregnant Workers Fairness Act (PWFA) and the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act) into law on December 29, 2022. This combined legislation aims to bridge the gap in federal legal protections for employees who are affected by pregnancy or related conditions or who are breastfeeding. Listen to learn more about the requirements for employers under the PWFA and PUMP Act.

It's episode 53 of Barclay Damon Live: Labor & Employment Podcast, hosted by Ari Kwiatkowski. Listeners will get the early scoop on what is known so far about this new federal antidiscrimination law that provides guidelines for employers and information for employees. Hear Ari speak about how the Pregnant Workers Fairness Act (PWFA) fits in with, and differs from, other federal antidiscrimination statutes, like the Americans With Disabilities Act and Title VII. Basically, it requires covered employers to provide reasonable accommodations to pregnant workers due to pregnancy, childbirth, and related medical conditions. The law, enforced by the EEOC, will be in effect around mid-June of this year, so listen to get some early examples of how the PWFA may affect your business or workplace.

On this episode of Empowering Plans, Kelly Dempsey and Kevin Brady provide some valuable insights into the reasonable accommodation process under the ADA and PWFA. The PWFA, which will be effective this June, expands the scope of existing federal law with respect to accommodating employees with known limitations related to pregnancy, childbirth, or related medical conditions. Tune in to learn why this is important for employers in 2023 and beyond!

On this episode, we discuss the Consolidated Appropriations Act of 2023 and two important laws included in that act.    On December 29, 2022, President Biden signed this Act into law, which in addition to addressing government funding, included two laws that provide greater protections for pregnant and nursing employees in the workplace: The Pregnant Workers Fairness Act, or the PWFA, and the Providing Urgent Maternal Protections for Nursing Mothers Act, or the PUMP Act.  Today's discussion will focus on how these new federal laws expand protections for pregnant and nursing employees, and how employers can adapt and implement policies and procedures in response to these changes. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Susan Deniker (email) (Steptoe & Johnson PLLC / West Virginia)Guest Speaker: Veronica Yu Welsh (email) (Shawe Rosenthal LLP / Maryland)Register on the ELA website here to receive email invitations to future programs.

PWFA The Pregnancy Workers Fairness Act has added “ADA-like” language. Just passed in December with the budget bill. Yes, we have a Pregnancy Discrimination Act. Some may consider this redundant. No matter what you think- here comes the law and PWFA 101! Different than The Pregnancy Discrimination Act in 1978 that prohibits employers from denying jobs or other opportunities, due to pregnancy , childbirth or related medical conditions. The Pregnant Workers Fairness Act would allow pregnant workers to continue working by ensuring they can have accommodations such as additional bathroom breaks, light duty, or a stool to sit on if a worker stands all day. #HR #HRLAW #Leaders #businessowners #ADA #EEOC #FLSA #breaks #minimumwage #minipodcast #podcast #learnersareearners #HR #bizowners #talentacquisition #hiring #entrepreneurs #leadership #business #workplace #workplaceculture #compensation #employeebenefits #salaries #learning #training #HRlaw #employmentlaw #healthcare #orientation #onboarding #retention #metrics #startups #safety #covid #WFH https://lp.constantcontactpages.com/cu/Acmh525/podcastdisclaimer

In 2023, we expect to see a renewed focus on pay transparency, with several states expanding existing regulations to require salary ranges in job postings. New paid leave and time-off requirements for employers are being introduced, including bereavement leave and paid family leave by virtue of the COVID-19 pandemic. Additionally, attention grows on discrimination and harassment in the workplace, including the expansion of protected categories and regulations targeting bias in automated decision-making tools. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw284 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/subscribe/. Visit http://www.EmploymentLawThisWeek.com. The EMPLOYMENT LAW THIS WEEK® and DIAGNOSING HEALTH CARE podcasts are presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

A daily news briefing from Catholic News Agency, powered by artificial intelligence. Ask your smart speaker to play “Catholic News,” or listen every morning wherever you get podcasts. www.catholicnewsagency.com - Pope Francis beatified John Paul I, who reigned as pope for only 33 days, amid a thunderstorm in Saint Peter's Square on Sunday. In his homily for the rainy beatification Mass on September 4, Pope Francis said that John Paul I “embodied the poverty of a disciple” through his “victory over the temptation to put oneself at the center, to seek one's own glory.” Often called “the smiling pope,” John Paul I died unexpectedly on September 28, 1978, a month after the conclave that elected him. In one of the shortest pontificates in papal history, John Paul I gained a reputation for his humility and his dedication to teaching the faith in an understandable manner. https://www.catholicnewsagency.com/news/252206/pope-francis-beatifies-john-paul-i-pope-for-33-days With the next World Youth Day less than a year away, Pope Francis has promised that a pope will be in attendance, but joked that it may be “Pope John the 24th.” https://www.catholicnewsagency.com/news/252209/pope-francis-jokes-that-either-he-or-john-xxiv-will-attend-world-youth-day-next-year In their message for Labor Day, the US bishops have urged the passage of the Pregnant Workers Fairness Act as a means of building a just economy for women and families. “There is currently no federal law requiring employers to provide short-term, reasonable accommodations to pregnant women in the workplace and the PWFA would do so,” https://www.catholicnewsagency.com/news/252194/us-bishops-urge-senate-to-pass-protections-for-working-moms-in-labor-day-message Today, the Church celebrates Saint Teresa of Calcutta, also known as Mother Teresa. She was born Agnes Gonxha Bojaxhiu August 26, 1910, in Skopje, Macedonia. The youngest of three children, she attended a youth group run by a Jesuit priest called Sodality, which eventually opened her to the call of service as a missionary nun. She joined the Sisters of Loretto at age 17 and was sent to Calcutta, where she taught at a high school. After contracting tuberculosis, she was sent to rest in Darjeeling, and it was on the way that she felt what she called "an order" from God to leave the convent and live among the poor. The Vatican granted her permission to leave the Sisters of Loretto and to live her new call under the guidance of the Archbishop of Calcutta.After she left her convent, Mother Teresa began working in the slums, teaching poor children, and treating the sick in their homes. A year later, some of her former students joined her, and together they took in men, women and children who were dying in the gutters along the streets. In 1950, the Missionaries of Charity were born as a congregation of the Diocese of Calcutta. In 1952, the government granted them a house from which to continue their mission of serving Calcutta's poor and forgotten. The congregation quickly grew from a single house for the dying and unwanted to nearly 500 houses around the world. Mother Teresa set up homes for prostitutes, battered women, orphanages for poor children and houses for those suffering from AIDS. She was a fierce defender of the unborn, and is known to have said, "If you hear of some woman who does not want to keep her child and wants to have an abortion, try to persuade her to bring him to me. I will love that child, seeing in him the sign of God's love." She died on September 5, 1997, and was beatified just six years later by Saint John Paul II October 19, 2003. https://www.catholicnewsagency.com/saint/st-teresa-of-kolkata-585

CONGRATULATIONS TO US! CHAMPIONS OF SOUTHEAST ASIA! Such a sweet, sweet win. Maraming Salamat, Filipinas. I recorded this episode with good friends of the pod - Ivan and Kent. Ivan is a football commentator during the tournament. He called the battle for 3rd game between Vietnam and Myanmar. Kent, we all know him as a member of ESBF but in this episode, he talked about his involvement in Ultras Filipinas. I also invited my friend, Pam. She's the official photographer of the tournament for the RMS matches. This episode was recorded in both English and Filipino as all of my guests well, myself included were still high from the championship and we were all still very emotional. 3:40 - Broadcast Rights 6:56 - Battle for Third 08:05 - Pam's Fave Shots 11:10 - How Kent started with Ultras Filipinas 12:05 - Ultras Filipinas 13:50 - Flares and Fines 18:07 - New Midfield Magic and Defense 23:27 - Do we need another forward? 30:03 - Favorite Moments 37:20 - Do we need more quality players? 39:02 - New Fans - Looks over Skillset 44:45 - Post-Match Meal 46:32 - What's Next for the Filipinas? 47:25 - Ivan's Favorite Players 49:05 - Pam's Favorite Players 53:19 - Kent's Favorite Players 1:00:41 - Ven's Favorite Players 1:03:18 - Bayanihan - Getting More People to watch the games (PFLFU, PWFA) 1:07:26 - Kent's Message - Dreams do Come True 1:13:04 - Pam's Message - A Win in My Lifetime 1:18:03 - It All Makes Sense Now. GUEST SOCIALS - Pam Puri Sports Photography - https://www.instagram.com/pam.spofoto/ Ivan Gayares- https://twitter.com/ivangeoffrey Kent Garcia - https://twitter.com/kentgrc_ Ultras Filipinas - https://www.facebook.com/UltrasFilipinas ESBF - https://www.facebook.com/eatsleepbreathefootballPH OTHER LINKS MENTIONED - PINAY FUTBOL https://www.instagram.com/pinayfutbol/ Philippine Women's FA https://www.instagram.com/philippinewomensfa/ AFF WOMEN'S CHAMPIONSHIP https://www.facebook.com/affwomenschampionship https://www.instagram.com/affwomenschampionship/ Futbol Brew Socials - http://www.instagram.com/FutbolBrew https://www.facebook.com/FutbolBrew https://twitter.com/FutbolBrew

In this episode, we'll have 2 amazing ladies from The Philippine Women's Football Association (PWFA). Ceres Lina is one of the incorporators of PWFA, she's also a known figure in Philippine football media and she's also worked with media and marketing for the Azkals. PWFA co-founder, Natasha Alquiros is a former national team player turned Sports Analyst. You've seen much of the association during the Asian Cup, but what exactly is the PWFA? In a nutshell, the PWFA wants to be at the forefront of Philippine Women's Football and actively educate, support, provide opportunities, and empower women. The PWFA and the Women's Department of the PFF share similar objectives in uplifting the Women's Game. The association also aims to increase the number of women in football by raising awareness, fostering development, and providing reliable information to create more pathways for women in football. 02:01 - What is the Philippine Women's Football Association 05:00 - Creating the PWFA Blueprint 07:35 - Who Can Join? What's in it for Me? 10:36 - PWFX x PFF 14:20 - Women taking up Space 18:12 - People behind the Association 23:53 - Upcoming SEA Games 30:50 - Comments about the PWNT Moniker Change 41:35 - Future of Women's Football in the Philippines LINKS Philippine Women's Football Association https://www.facebook.com/PhilippineWomensFA https://www.instagram.com/philippinewomensfa/ Pinay Futbol Grow Her Game Series > https://www.facebook.com/watch/160598930705685/1058010768041820