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Effective immediately: #New Jersey Employers Now Have to Accommodate Pregnant Employees

This #new #law prohibits employment #discrimination against #pregnant #women and those who suffer #medical #conditions related to pregnancy and #childbirth, including recovery from childbirth. You may #recall this #same law going into effect recently for #New York City #employers.

This means an employer must make reasonable #accommodations for these women so long as the requests do not put an #undue #hardship on the #business #operations of the employer. Examples of such reasonable accommodations include #bathroom #breaks; breaks for increased #water #intake; #periodic rest; assistance with #manual #labor, job restructuring or modified work schedules; and temporary transfers to less strenuous or hazardous work. The amendment #does #not specifically #require leave as an accommodation, but does note that leave must be given to a pregnant employee in the same manner as employees not affected by pregnancy but who are similar in their ability or inability to work. Because of this, employers should insure that all #leave and #light duty #policies are reviewed to insure #compliance with the new #law.

This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.




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