![]() Other large industries locally that might see more logistical complications include retail and hospitality. "Particularly with pregnancy, I think some of those jobs may have more strenuous physical requirements. "Houston has so many oil and gas workers," Staple said. Staple said some positions located outside of an office setting can be logistically more difficult for accommodations. "I think we're going to see a lot of cases where this is all getting hashed out."Įmployers will also have to discuss these accommodations with the pregnant worker, according to the law. "There will be a lot of questions I think, going forward, of what is a reasonable accommodation?" Staple said. However, Staple said the law would prohibit employers from requiring an employee to take a paid or unpaid leave if another reasonable accommodation can be provided. ![]() Staple said this would include even postpartum depression and could potentially mean some form of maternity leave, whether it be paid or unpaid. "And that can be a physical or a mental condition." "Employers need to accommodate workers who are pregnant, or are recovering from childbirth, or have a related medical condition," Staple said. She said the act is an accommodations law. Jackie Staple is a labor and employment law attorney at Jackson Walker LLC based in Houston. The law requires employers to provide "reasonable accommodations" to workers who may have limitations related to pregnancy, childbirth, or related medical conditions. Houston companies will have to be in compliance with the Pregnant Workers Fairness Act which went into effect in late June. Young pregnant woman at therapy session smiling with hands on chest with closed eyes and grateful gesture on face.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |