Parsons Behle & Latimer held workshops to help your company get ready for the new pregnancy accommodation law. With all the emphasis on the new non-compete law in the 2016 Utah Legislative Session, many did not notice that the Utah Legislature amended the Utah Antidiscrimination Act to require accommodation of pregnant or breastfeeding employees. Governor Herbert signed the law in March 2016 and it became effective starting May 10, 2016. After this date, any employer of 15 or more employees is required to accommodate pregnancy, childbirth, breastfeeding and related conditions if it is “medically advisable.”
The workshops addressed:
- When an employer has to accommodate pregnancy, childbirth, breastfeeding and related conditions
- What an employee must do to show that her request for an accommodation is “medically advisable"
- How the accommodation requirement is different from the Americans with Disabilities Act (ADA) and what the ADA requires
- Under what circumstances an employer can show that the accommodation is an undue hardship
- What an employer must do to give notice of the new law to its employees
- What employers need to do to update handbooks and policies
