Blog Archives

Pregnancy Discrimination
Workplace Accommodations Made Easy

Hi Everybody!   I hope you’ve all had a great year so far and have at least some free time to enjoy the Holiday Season!  I can’t believe that it’s Thanksgiving week already.  It seems like the days, weeks, months and years seem to go by so much faster as I get older.  Like the saying goes…


Anyway, I wanted to send out a quick blog post to let you all know about an exciting workshop I will be presenting in the first quarter of 2015.  Due to several requests from HEC members, I’ve decided to put together a half-day program discussing the different types of accommodations employers must provide their employees (applicants and volunteers) in the workplace.  The topics of discussion will include accommodations based on disabilities, religion, pregnancy, status as a victim of domestic or sexual violence, and gender identity and expression, as well as others

The seminar will be presented on the following dates and locations.  All sessions will be held from 9 am to 12 noon.  (Click for link to registration form.)

The program will be informative, interactive and (hopefully) fun!  You can register for the event by visiting the training section of the HEC website at  I hope you can join me and Happy Holidays!


FLSA Now Requires Break Time For Nursing Mothers

A lesser known provision of the recent Patient Protection and Affordable Care Act (“PPACA”) provides mandatory break times for nursing mothers.  Specifically, section 4207 of the PPACA amends the Fair Labor Standards Act (“FLSA”) to require employers to provide nursing mothers with a reasonable break time to express milk for a nursing child and a location to do so.  The nursing location must be a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public.

This new provision of the FLSA applies for the first year following a child’s birth.  Employers are not required to compensate an employee receiving break time for any work time spent for such purpose.

This new provision will not apply to employers with less than 50 employees, if such requirements would impose an undue hardship on the employer’s business.

Pregnancy Discrimination Act Covers Abortions
In Doe v. CA.R.S. Prot. Plus Inc., (3rd Cir., May 30, 2008), the U.S. Court of Appeals for the Third Circuit ruled that the Pregnancy Discrimination Act (“PDA”) protects employees who have abortions from discrimination. The court reasoned that an abortion is a “related medical condition” to pregnancy under the PDA.