HR 2654 114th Congress House Labor and Employment Administrative law and regulatory procedures Child care and development Civil actions and liability Employee hiring Employee leave Employment discrimination and employee rights Equal Employment Opportunity Commission (EEOC) Government employee pay, benefits, personnel management Government liability Sex and reproductive health Sex, gender, sexual orientation discrimination State and local government operations Women's employment Women's health

Pregnant Workers Fairness Act

Introduced: June 4, 2015 Introduced by: Nadler, Jerrold Democratic · New York See on congress.gov

Everywhere this bill has been 4 steps

Introduced

In committee

Reported out

Passed House

Passed Senate

To President

Became law

Nov 16, 2015

Referred to the Subcommittee on Workforce Protections.

Jun 16, 2015

Referred to the Subcommittee on the Constitution and Civil Justice.

Jun 4, 2015

Referred to the Committee on Education and the Workforce, and in addition to the Committees on House Administration, Oversight and Government Reform, and the Judiciary, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.

Jun 4, 2015

Introduced in House

Plain-English summary Congressional Research Service

Pregnant Workers Fairness Act

Declares that it is an unlawful employment practice for employers, employment agencies, labor organizations, and other specified entities to: (1) fail to make reasonable accommodations to known limitations related to the pregnancy, childbirth, or related medical conditions of job applicants or employees, unless the accommodation would impose an undue hardship on such an entity's business operation; (2) require such job applicants or employees to accept an accommodation that they choose not to accept, if such accommodation is unnecessary to perform the job; (3) deny employment opportunities based on the need of the entity to make such reasonable accommodations; (4) require such employees to take paid or unpaid leave if another reasonable accommodation can be provided to their known limitations; or (5) take adverse action in terms, conditions, or privileges of employment against an employee requesting or using such reasonable accommodations.

Sets forth enforcement procedures and remedies under the Civil Rights Act of 1964, the Congressional Accountability Act of 1995, the Government Employee Rights Act of 1991, and the rights and protections extended to presidential offices.

Directs the Equal Employment Opportunity Commission to issue regulations to carry out this Act, including the identification of reasonable accommodations addressing known limitations related to pregnancy, childbirth, or related medical conditions.

Prohibits state immunity under the Eleventh Amendment to the Constitution from an action for a violation of this Act.

What's happening now November 16, 2015

Referred to the Subcommittee on Workforce Protections.

Committees of jurisdiction 6