The Pregnant Workers Fairness Act (PWFA) is a landmark civil rights law that ensures that pregnant and postpartum workers are not forced off the job, and get the accommodations needed without facing discrimination or retaliation in today’s workplace. This new law became effective June 27, 2023 and applies to all employers with 15 or more […]
THE PREGNANT WORKERS FAIRNESS ACT IMPLEMENTING THE FINAL RULE PART ONE As discussed in our introduction to this new federal law, the Pregnant Workers Fairness Act (PWFA) was passed to ensure that pregnant employees and applicants were provided with the right to receive reasonable accommodations in the normal course of employment. This final rule was […]
In Part 2 of the PWFA we will be covering documentation, reasonableness of request, undue hardships and predictable assessments. Keep in mind, under either the ADA or the PWFA, the employer is not required to seek documentation confirming the condition from an employee seeking an accommodation. If the employer chooses to seek documentation under the […]
THE PREGNANT WORKERS FAIRNESS ACT IMPLEMENTING THE FINAL RULE PART THREE And finally, in Part 3 of this PWFA series, we’ll be defining the interactive process and outlining some of the prohibitive actions and considerations which all employees should know. The Interactive process implemented in the Americans With Disabilities Act should be followed when implementing […]
This multi-segment discussion of Express Pro Talks will focus on the critical reasons employees leave and introduce a few well-documented findings that can enhance your efforts in the great retention war that is ravaging employers today. It should be noted at the outset that a “quit” is not just an event, but rather a process. […]
Continuing our discussion from part one where we laid the foundation for our in-depth review of the basic reasons employees leave employers, let’s start with this fact: The Saratoga Institute surveyed former employees of one very large employer in the entertainment industry. They learned that 4 % of new-hires walked off the job the first […]
Let’s continue with REASON NUMBER FOUR which is Limited personal and professional advancement opportunities. Disappointment with career growth falls within six broad categories. In a survey by the Conference Board, limited career opportunities were found to be the number one driver of overall employee dissatisfaction. This was actually cited by 59 % of all workers. […]
In this ProTalk, we’ll explain the definition of Retaliation and the consequences that an employer may face, including costly claim settlements.
This video covers more on Retaliation and the high cost of settling claims associated with its consequences.
In this first of four-part series, we’ll discuss how important it is that employers ensure their leaders and employees understand the laws regarding Sexual Harassment and are committed to supporting and complying with the organization’s policies.