周一，平等就业机会委员会(EEOC)报告称，《玛雅吧2APP》(PWFA)法规的最终版本将于8月19日在《玛雅吧2APP》上公布. 《玛雅吧官网》于2022年12月29日通过，并于2023年6月生效. 去年8月，政府公布了相关规定草案，并征求公众意见. Over 100,000 comments were received.
《玛雅吧2APP》适用于拥有15名或15名以上雇员的雇主，并根据《玛雅吧2APP》(1978年)修订的《玛雅吧官网》第七章和《玛雅吧2APP》，继续制定防止歧视的保护措施.
What conditions around pregnancy were addressed by the PWFA? Including pregnancy of course, other conditions covered by the law are lactation, endometriosis, infertility and fertility treatments, and miscarriages as well as abortion.
在《玛雅吧官网》中，平等就业机会委员会坚持其立场，即法律规定的保护包括堕胎的医疗程序，尽管许多反对意见指出堕胎涉及破坏人的生命, not the giving of life as with pregnancy. 平等就业机会委员会委员安德里亚·卢卡斯发表了一份长达15页的声明，详细说明了她反对将堕胎纳入《玛雅吧官网》.
平等就业机会委员会认为，法规的明文文本以及委员会和法院将这些词语解释为包括堕胎的历史是委员会在《玛雅吧官网》下解释这些词语的方式.
《玛雅吧2APP》要求为“与下列有关的身体或精神状况”提供便利, affected by, or arising from pregnancy, childbirth, or related medical conditions.”
最终规定将于4月19日(星期五)在《玛雅吧2APP》上公布60天后生效th.
平等就业机会委员会已经概述并将在最终条例中继续实施的一些保护措施包括:
- 有很多合理安排的例子，比如额外的休息时间喝水, eat, or use the restroom; a stool to sit on while working; time off for health care appointments; temporary reassignment; temporary suspension of certain job duties; telework; or time off to recover from childbirth or a miscarriage, among others.
- 关于雇员或申请人可寻求合理便利的限制和医疗条件的指导, including miscarriage or still birth; migraines; lactation; and pregnancy-related conditions that are episodic, such as morning sickness. This guidance is based on Congress’s PWFA statutory language, the EEOC’s longstanding definition of “pregnancy, childbirth, 以及相关的医疗状况”，这是1964年《玛雅吧官网》第七章的规定, and court decisions interpreting the term “pregnancy, childbirth, or related medical conditions from Title VII.
- 指导鼓励雇主和工人之间尽早和频繁的沟通，以及时提出和解决合理的住宿要求.
- 澄清当雇员要求提供合理便利时，雇主无须索取证明文件，只有在情况合理时，雇主才应索取证明文件.
- 解释甚么时候迁就会对雇主及其业务造成不适当的困难.
- 有关雇主如何主张抗辩或豁免的信息, including those based on religion, as early as possible in charge processing.
The PWFA prohibits:
- 未能对雇员或申请人的已知限制作出合理的迁就, unless the accommodation would cause an undue hardship;
- 要求员工接受通过互动流程达成的合理安排以外的安排;
- 以符合资格的雇员或申请人有合理便利的需要为由，拒绝提供[工作]或其他就业机会;
- 如果可以提供其他合理的便利使雇员继续工作，则要求雇员休假;
- 对雇员或申请人就《玛雅吧2APP》规定的已知限制要求或使用合理便利的行为进行惩罚或报复, reporting or opposing unlawful discrimination under the PWFA, 或参与PWFA程序(例如调查);
- 胁迫正在行使或帮助他人行使《玛雅吧2APP》规定的权利的个人.
《玛雅吧官网》为雇主和雇员提供了更多关于法律规定的便利的信息和例子.
有关如何安排雇员在工务环境法下居住的详情，请浏览 关于怀孕工人公平法案你应该知道的. And for more information on pregnancy discrimination go to http://www.eeoc.gov/pregnancy-discrimination.
Sources: Law360 Breaking: EEOC Unveils Final Pregnancy Accommodation Rule (4/15/2024) and EEOC Maintains Broad Take on PWFA In Final Rule (4/15/2024); SHRM EEOC Releases Final Regulations for Pregnant Workers Fairness Act (4/15/2024); EEOC Webpage. 关于怀孕工人公平法案你应该知道的
By Michael Burns, courtesy of SBAM-approved partner, ASE.
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