Prevent Pregnancy Discrimination: Complying with PDA, ADA & FMLA

Employers are faced with the challenge of navigating several laws addressing pregnancy in the workplace, including the Pregnancy Discrimination Act (PDA), Americans with Disability Act (ADA), and the Family and Medical Leave Act (FMLA).

How can you ensure you are properly applying the FMLA and ADA requirements, while also adhering to the EEOC’s guidance?

Join us to get the information you need to ensure you are providing the appropriate accommodations for your pregnant employees.

• Pregnancy accommodations in the workplace: What’s considered legal, what’s not
• Supreme Court ruling in Young v. UPS: Impact on pregnancy discrimination
• Navigate the PDA and ADA without breaking the rules
• Interaction of the PDA and the FMLA and how it shapes your policies
• How courts are interpreting employer obligations post-Young v. UPS

Program Highlights

Impact of Young v. UPS: How It Affects Your Policies Today

• EEOC’s guidance: How it’s fared in the courts & what’s the impact?
• What medical issues pre-and-post pregnancy merit extended leave?
• Best practices to update existing leave policies to stay compliant

Guidelines for Proper Leave Accommodations Under FMLA and ADA

• FMLA, PDA, ADAAA: Deciphering leave for pregnancy in the workplace
• How do EEOC standards interact with ADA and FMLA?
• What to do under circumstances that require additional or long-term leave

Pregnancy Discrimination in the Workplace: How to Ensure Compliance

• What’s addressed by the Pregnancy Discrimination Act: Avoid liability
• Properly defining leave for in-vitro and beyond
• Nursing mothers laws: State & local requirements you need to understand

Live Question & Answer Session – Have your questions answered by the expert!

Program Benefits

In this live, interactive 60-minute program, we’ll address employer and employee obligations and rights under the Young v. UPS Supreme Court case, address PDA, ADA and FMLA guidelines for reasonable accommodation and family leave standards, and identify best practices to incorporate into your employee leave policies to ensure proper compliance and avoid potential litigation.

About the Speaker

Susan Fahey Desmond is a Principal in the New Orleans, Louisiana, office of Jackson Lewis P.C. She maintains an active practice in both Louisiana and Mississippi.

• Ms. Desmond specializes in the areas of labor and employment and civil litigation, including representing employers in Family and Medical Leave cases, discrimination claims relative to age, sex, disability, race, religion, and sexual harassment, and handling EEOC charges and other administrative complaints through the administrative and judicial process. Ms. Desmond also specializes in wage and hour litigation as well as non-compete litigation
• Ms. Desmond also routinely counsels clients on a variety of employment practices, including employment contracts and employee handbooks and policies. She conducts employee training seminars, harassment investigations, and frequently speaks on employment-related topics.
• She is listed in Best Lawyers in America and has been named by Chambers USA as one of America’s leading business lawyers. She is also listed in Louisiana and Mid-South Super Lawyers.