Employers are required to provide reasonable accommodation to an employee for pregnancy-related or childbirth-related health conditions if requested with written certification from a licensed health care provider, unless the employer demonstrates the accommodation would impose an undue hardship on the employer's business. Reasonable accommodation means: making existing facilities used by employees readily accessible to and usable by employees who have a pregnancy-related or childbirth-related disability; job restructuring, part-time or modified work schedules, reassignment to a vacant position, acquisition or modification of equipment or devices, or appropriate adjustment or modification of examinations; temporary transfer to a less strenuous or hazardous position; limits on heavy lifting; and scheduling flexibility for prenatal visits. An employer cannot require an employee to accept an accommodation, if the accommodation is unnecessary for the employee to perform the job. In addition to providing reasonable accommodation for pregnant employees, employers are prohibited from: taking adverse action against an employee who requests or uses an accommodation; denying employment opportunities to an otherwise qualified employee if the denial is based on the employer's need to make reasonable accommodation; or requiring an employee to take leave if another reasonable accommodation can be provided.
Public hearing in the Senate Committee on Commerce, Labor & Sports on Jan 30th at 1:30 PM, but never came up for a vote. This bill did not move out of its committee before the Policy Committee Cutoff date.