On May 17, 2017 Governor Inslee signed the pregnant workers accommodations act that Washington Employment Lawyers Association (WELA) worked so hard to get passed. WELA member Katherine Chamberlain prepared this press release from WELA and sent it out Wednesday:
Wednesday, May 17, 2017
New Law Requires Washington Employers to Help Pregnant Workers Remain Part of the Workforce During Their Pregnancies
Gov. Inslee on Tuesday signed into law strong new protections for pregnant workers in Washington. The Healthy Starts Act (Senate Bill 5835) requires Washington employers to provide workplace accommodations to pregnant workers who need them. The law prohibits employers from firing a pregnant worker because she needs an accommodation, or from forcing a pregnant employee to take leave from work if another reasonable accommodation can be provided. The Washington Employment Lawyers Association strongly supports the law.
Until now, Washington law only required employers to accommodate a pregnant worker in the workplace when she had a “disability,” or to the same extent the employers accommodated non-pregnant workers.
As a result, most pregnant workers who needed accommodation for their pregnancies previously had no right to an accommodation, such as for the nausea, vomiting, extreme fatigue, and back pain that accompany a large number of typical pregnancies. Although healthcare providers regularly recommend limits on heavy lifting, sitting or standing for long periods of time, or travel, especially in the final trimester of a woman’s pregnancy, too often employers refused to accommodate, fired pregnant women with these restrictions, or forced them onto unpaid leave—during a time when they needed income, and healthcare benefits, the most.
Now, “Washington has a straightforward law that supports pregnant workers and promotes healthy pregnancies by requiring employers to provide reasonable accommodations to pregnant women,” explained employment lawyer Katie Chamberlain, a member of WELA’s legislative committee who testified in favor of the new law. “Reasonable accommodations include: more frequent restroom breaks; modification of no food or drink policy; job restructuring; modified work schedule; reassignment to a vacant position; modification of equipment, seating, or work station; temporary transfer; assistance with manual labor and limits on lifting; and schedule flexibility for pre-natal visits, and may include other changes to the job or work environment.”
An employee who is denied a reasonable accommodation for her pregnancy, or who is fired or otherwise retaliated against by her employer for requesting an accommodation, can seek to vindicate her rights, get her job back, or obtain compensation, through a lawsuit.
Under the new law, an employer need not provide an accommodation if doing so would impose an undue hardship, which means an action requiring significant difficulty or expense. The new law applies to employers with 15 or more employees and will take effect in 90 days.
The Washington Employment Lawyers Association’s Legislative Committee is proud to have advocated for this bill with Representative Jessyn Farrell, Senator Karen Keiser, and many other allies.