US employers must accommodate abortions, birth control, agency says
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[April 16, 2024]
By Daniel Wiessner
(Reuters) - U.S. employers' obligation to accommodate workers'
pregnancies also extends to abortions and the use of contraception, the
U.S. agency that enforces workplace discrimination laws said on Monday.
The U.S. Equal Employment Opportunity Commission (EEOC) unveiled a rule
to implement the Pregnant Workers Fairness Act, a law that Congress
passed with bipartisan support and the backing of major business groups
in 2022.
The law requires employers to alter job duties or give time off to
workers with "limitations related to ... pregnancy, childbirth, or
related medical conditions."
The commission's rule, which was proposed last year, has drawn criticism
from some Republicans and religious groups who say the law's protections
should not extend to workers who choose to have abortions or take birth
control, or that if it does, religious employers should be eligible for
an exemption.
A group of Republicans in Congress suggested in comments to the EEOC
that the lack of a religious exemption could form the basis of a legal
challenge to the rule.
Rep. Virginia Foxx, a Republican from North Carolina, said on Monday the
EEOC exceeded its authority by adopting the rule.
"The term ‘abortion’ is not once mentioned in the law," Foxx said in a
statement. "Instead of following congressional intent, the Biden
administration is using the regulatory process to advance radical policy
goals."
The EEOC's five members are appointed by the president, but the agency
functions independently from the White House.
The rule will be formally published on Friday and will take effect 60
days later.
The 2022 law requires U.S. employers with 15 or more employees to
provide reasonable accommodations to pregnant workers. Previously,
federal law only required those accommodations if employers also gave
them to employees with injuries or medical conditions.
The EEOC rule's list of accommodations that workers may seek includes
limits on heavy lifting, part-time work schedules, additional breaks to
drink water and use restrooms, modified equipment and uniforms, seating,
remote work, and paid or unpaid leave.

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Abortion rights demonstrators fill the courtyard of Denton City Hall
as Denton’s city council meets to vote on a resolution seeking to
make enforcing Texas’ trigger law on abortion a low priority for its
police force, in Denton, Texas, U.S. June 28, 2022. REUTERS/Shelby
Tauber/File Photo
 Workers may also ask to be relieved
of certain essential functions of their jobs, as long as they can
resume performing them after a pregnancy, the EEOC said.
Business groups and other critics of the rule have said that
providing accommodations such as seating and additional breaks
sounds simple, but can be impractical for many jobs and workplaces.
The U.S. Chamber of Commerce and other groups told the EEOC last
year that whether specific accommodations are appropriate should be
considered on a case-by-case basis. And once temporary
accommodations are granted to pregnant workers, employers should be
permitted to periodically request documentation showing that they
are still necessary, the groups said.
Many worker advocacy groups supported the regulations. A Better
Balance, which advocates for work-life balance measures, said the
broad EEOC rule would remove various obstacles to women staying in
the workforce when they are pregnant and after they give birth.
"Today with these final rules, we have achieved a huge step forward
for women’s economic security, maternal health, and the economy as a
whole," the group's co-president, Dina Bakst, said in a statement.
In February, a Texas federal judge agreed with the Republican-led
state that the pregnancy bias law was invalid because it was
included in a $1.7 trillion government funding bill that was not
properly passed.
The judge blocked the EEOC from enforcing the rule against the state
in its role as an employer. The commission in a March filing said it
would comply with the ruling and did not indicate whether it would
appeal.
(Reporting by Daniel Wiessner in Albany, New York, Editing by Alexia
Garamfalvi and Josie Kao)
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