Common use of PREGNANT WORKERS FAIRNESS Clause in Contracts

PREGNANT WORKERS FAIRNESS. H. 3.1 The Contractor shall comply with the Protecting Pregnant Workers Fairness Act of 2016, D.C. Official Code § 32-1231.01 et seq. (PPWF Act). H.3.2 The Contractor shall not: (a) Refuse to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding for an employee, unless the Contractor can demonstrate that the accommodation would impose an undue hardship; (b) Take an adverse action against an employee who requests or uses a reasonable accommodation in regard to the employee's conditions or privileges of employment, including failing to reinstate the employee when the need for reasonable accommodations ceases to the employee's original job or to an equivalent position with equivalent: (1) Pay; (2) Accumulated seniority and retirement; (3) Benefits; and (4) Other applicable service credits; (c) Deny employment opportunities to an employee, or a job applicant, if the denial is based on the need of the employer to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding; (d) Require an employee affected by pregnancy, childbirth, related medical conditions, or breastfeeding to accept an accommodation that the employee chooses not to accept if the employee does not have a known limitation related to pregnancy, childbirth, related medical conditions, or breastfeeding or the accommodation is not necessary for the employee to perform her duties; (e) Require an employee to take leave if a reasonable accommodation can be provided; or (f) Take adverse action against an employee who has been absent from work as a result of a pregnancy-related condition, including a pre-birth complication. H.3.3 The Contractor shall post and maintain in a conspicuous place a notice of rights in both English and Spanish and provide written notice of an employee's right to a needed reasonable accommodation related to pregnancy, childbirth, related medical conditions, or breastfeeding pursuant to the PPWF Act to: (a) New employees at the commencement of employment;

PREGNANT WORKERS FAIRNESS. H. 3.1 H.3.1 The Contractor shall comply with the Protecting Pregnant Workers Fairness Act of 2016, D.C. Official Code § 32-1231.01 et seq. (PPWF Act). H.3.2 The Contractor shall not: (a) Refuse to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding for an employee, employee unless the Contractor can demonstrate that the accommodation would impose an undue hardship; (b) Take an adverse action against an employee who requests or uses a reasonable accommodation in regard to the employee's conditions or privileges of employment, including failing to reinstate the employee when the need for reasonable accommodations ceases to the employee's original job or to an equivalent position with equivalent: (1) Pay; (2) Accumulated seniority and retirement; (3) Benefits; and (4) Other applicable service credits; (c) Deny employment opportunities to an employee, employee or a job applicant, applicant if the denial is based on the need of the employer to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding; (d) Require an employee affected by a pregnancy, childbirth, related medical conditions, or breastfeeding to accept an accommodation that the employee chooses not to accept if the employee does not have a known limitation related to pregnancy, childbirth, related medical conditions, or breastfeeding or the accommodation is not necessary for the employee to perform her duties; (e) Require an employee to take leave if a reasonable accommodation can be provided; or (f) Take adverse action against an employee who has been absent from work as a result of a pregnancy-related condition, including a pre-birth complication. H.3.3 The Contractor shall post and maintain in a conspicuous place a notice of rights in both English and Spanish and provide written notice of an employee's right to a needed reasonable accommodation related to pregnancy, childbirth, related medical conditions, or breastfeeding pursuant to the PPWF Act to: (a) New employees at the commencement of employment;

PREGNANT WORKERS FAIRNESS. H. 3.1 H.3.1 The Contractor shall comply with the Protecting Pregnant Workers Fairness Act of 2016, D.C. Official Code § 32-1231.01 et seq. (PPWF Act). H.3.2 The Contractor shall not: (a) Refuse to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding for an employee, employee unless the Contractor can demonstrate that the accommodation would impose an undue hardship; (b) Take an adverse action against an employee who requests or uses a reasonable accommodation in regard to the employee's conditions or privileges of employment, including failing to reinstate the employee when the need for reasonable accommodations ceases to the employee's original job or to an equivalent position with equivalent: (1) Pay; (2) Accumulated seniority and retirement; (3) Benefits; and (4) Other applicable service credits; (c) Deny employment opportunities to an employee, employee or a job applicant, applicant if the denial is based on the need of the employer to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding;on (d) Require an employee affected by pregnancy, childbirth, related medical conditions, or breastfeeding to accept an accommodation that the employee chooses not to accept if the employee does not have a known limitation related to pregnancy, childbirth, related medical conditions, or breastfeeding or the accommodation is not necessary for the employee to perform her duties; (e) Require an employee to take leave if a reasonable accommodation can be provided; or (f) Take adverse action against an employee who has been absent from work as a result of a pregnancy-related condition, including a pre-birth complication. H.3.3 The Contractor shall post and maintain in a conspicuous place a notice of rights in both English and Spanish and provide written notice of an employee's right to a needed reasonable accommodation related to pregnancy, childbirth, related medical conditions, or breastfeeding pursuant to the PPWF Act to: (a) New employees at the commencement of employment; (b) Existing employees; and (c) An employee who notifies the employer of her pregnancy or other condition covered by the PPWF Act within 10 days of the notification. H.3.4 The Contractor shall provide an accurate written translation of the notice of rights to any non- English or non-Spanish speaking employee. H.3.5 Violations of the PPWF Act shall be subject to civil penalties as described in the Act.

PREGNANT WORKERS FAIRNESS. H. 3.1 H.3.1 The Contractor shall comply with the Protecting Pregnant Workers Fairness Act of 2016, D.C. Official Code § 32-1231.01 et seq. (PPWF Act). H.3.2 The Contractor shall not: (a) Refuse to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding for an employee, unless the Contractor can demonstrate that the accommodation would impose an undue hardship; (b) Take an adverse action against an employee who requests or uses a reasonable accommodation in regard to the employee's conditions or privileges of employment, including failing to reinstate the employee when the need for reasonable accommodations ceases to the employee's original job or to an equivalent position with equivalent: (1) Pay; (2) Accumulated seniority and retirement; (3) Benefits; and (4) Other applicable service credits; (c) Deny employment opportunities to an employee, or a job applicant, if the denial is based on the need of the employer to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding; (d) Require an employee affected by pregnancy, childbirth, related medical conditions, or breastfeeding to accept an accommodation that the employee chooses not to accept if the employee does not have a known limitation related to pregnancy, childbirth, related medical conditions, or breastfeeding or the accommodation is not necessary for the employee to perform her duties; (e) Require an employee to take leave if a reasonable accommodation can be provided; or (f) Take adverse action against an employee who has been absent from work as a result of a pregnancy-related condition, including a pre-birth complication. H.3.3 The Contractor shall post and maintain in a conspicuous place a notice of rights in both English and Spanish and provide written notice of an employee's right to a needed reasonable accommodation related to pregnancy, childbirth, related medical conditions, or breastfeeding pursuant to the PPWF Act to: (a) New employees at the commencement of employment;

PREGNANT WORKERS FAIRNESS. H. 3.1 A. The Contractor Subcontractor shall comply with the Protecting Pregnant Workers Fairness Act of 2016, D.C. Official Code § 32-1231.01 et seq. (PPWF Act). H.3.2 B. The Contractor Subcontractor shall not: (a) 1. Refuse to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding for an employee, unless the Contractor Subcontractor can demonstrate that the accommodation would impose an undue hardship; (b) 2. Take an adverse action against an employee who requests or uses a reasonable accommodation in regard to the employee's conditions or privileges of employment, including failing to reinstate the employee when the need for reasonable accommodations ceases to the employee's original job or to an equivalent position with equivalent: (1) . Pay; (2) . Accumulated seniority and retirement; (3) . Benefits; and (4) . Other applicable service credits;. (c) 3. Deny employment opportunities to an employee, or a job applicant, if the denial is based on the need of the employer to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding; (d) 4. Require an employee affected by pregnancy, childbirth, related medical conditions, or breastfeeding to accept an accommodation that the employee chooses not to accept if the employee does not have a known limitation related to pregnancy, childbirth, related medical conditions, or breastfeeding or the accommodation is not necessary for the employee to perform her duties; (e) 5. Require an employee to take leave if a reasonable accommodation can be provided; or (f) 6. Take adverse action against an employee who has been absent from work as a result of a pregnancy-related condition, including a pre-birth complication. H.3.3 C. The Contractor Subcontractor shall post and maintain in a conspicuous place a notice of rights in both English and Spanish and provide written notice of an employee's right to a needed reasonable accommodation related to pregnancy, childbirth, related medical conditions, or breastfeeding pursuant to the PPWF Act this chapter to: (a1) New employees at the commencement of employment; 2) Existing employees; and 3) An employee who notifies the employer of her pregnancy, or other condition covered by this chapter, within 10 days of the notification. D. The Subcontractor shall provide an accurate written translation of the notice of rights to any non-English or non-Spanish speaking employee. E. Violations of the PPWF Act shall be subject to civil penalties as described in the Act.

PREGNANT WORKERS FAIRNESS. H. 3.1 The Contractor shall comply with the Protecting Pregnant Workers Fairness Act of 2016, D.C. Official Code § 32-1231.01 et seq. (PPWF Act). H.3.2 The Contractor shall not: (a) Refuse to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding for an employee, unless the Contractor can demonstrate that the accommodation would impose an undue hardship; (b) Take an adverse action against an employee who requests or uses a reasonable accommodation in regard to the employee's conditions or privileges of employment, including failing to reinstate the employee when the need for reasonable accommodations ceases to the employee's original job or to an equivalent position with equivalent: (1) Pay; (2) Accumulated seniority and retirement; (3) Benefits; and (4) Other applicable service credits; (c) Deny employment opportunities to an employee, or a job applicant, if the denial is based on the need of the employer to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding; (d) Require an employee affected by pregnancy, childbirth, related medical conditions, or breastfeeding to accept an accommodation that the employee chooses not to accept if the employee does not have a known limitation related to pregnancy, childbirth, related medical conditions, or breastfeeding or the accommodation is not necessary for the employee to perform her duties;medical (e) Require an employee to take leave if a reasonable accommodation can be provided; or (f) Take adverse action against an employee who has been absent from work as a result of a pregnancy-related condition, including a pre-birth complication. H.3.3 The Contractor shall post and maintain in a conspicuous place a notice of rights in both English and Spanish and provide written notice of an employee's right to a needed reasonable accommodation related to pregnancy, childbirth, related medical conditions, or breastfeeding pursuant to the PPWF Act to: (a) New employees at the commencement of employment;

PREGNANT WORKERS FAIRNESS. H. 3.1 a. The Contractor A/E shall comply with the Protecting Pregnant Workers Fairness Act of 2016, D.C. Official Code § 32-1231.01 et seq. (PPWF Act). H.3.2 b. The Contractor A/E shall not: (a) 1. Refuse to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding for an employee, unless the Contractor A/E can demonstrate that the accommodation would impose an undue hardship; (b) 2. Take an adverse action against an employee who requests or uses a reasonable accommodation in regard to the employee's conditions or privileges of employment, including failing to reinstate the employee when the need for reasonable accommodations ceases to the employee's original job or to an equivalent position with equivalent: (1) i. Pay; (2) ii. Accumulated seniority and retirement; (3) iii. Benefits; and (4) iv. Other applicable service credits; (c) 3. Deny employment opportunities to an employee, or a job applicant, if the denial is based on the need of the employer to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding; (d) 4. Require an employee affected by pregnancy, childbirth, related medical conditions, or breastfeeding to accept an accommodation that the employee chooses not to accept if the employee does not have a known limitation related to pregnancy, childbirth, related medical conditions, or breastfeeding or the accommodation is not necessary for the employee to perform her duties; (e) 5. Require an employee to take leave if a reasonable accommodation can be provided; or (f) 6. Take adverse action against an employee who has been absent from work as a result of a pregnancy-related condition, including a pre-birth complication. H.3.3 c. The Contractor A/E shall post and maintain in a conspicuous place a notice of rights in both English and Spanish and provide written notice of an employee's right to a needed reasonable accommodation related to pregnancy, childbirth, related medical conditions, or breastfeeding pursuant to the PPWF Act to: (a) i. New employees at the commencement of employment; ii. Existing employees; and iii. An employee who notifies the employer of her pregnancy, or other condition covered by the PPWF Act, within 10 days of the notification. d. The A/E shall provide an accurate written translation of the notice of rights to any non-English or non-Spanish speaking employee. e. Violations of the PPWF Act shall be subject to civil penalties as described in the PPWF Act.

PREGNANT WORKERS FAIRNESS. H. 3.1 The Contractor shall comply with the Protecting Pregnant Workers Fairness Act of 2016, D.C. Official Code § 32-1231.01 et seq. (PPWF Act)., H.3.2 The Contractor shall not: (a) Refuse to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding for an employee, unless the Contractor can demonstrate that the accommodation would impose an undue hardship; (b) Take an adverse action against an employee who requests or uses a reasonable accommodation in regard to the employee's conditions or privileges of employment, including failing to reinstate the employee when the need for reasonable accommodations ceases to the employee's original job or to an equivalent position with equivalent: (1) Pay; (2) Accumulated seniority and retirement; (3) Benefits; and (4) Other applicable service credits; (c) Deny employment opportunities to an employee, or a job applicant, if the denial is based on the need of the employer to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding; (d) Require an employee affected by pregnancy, childbirth, related medical conditions, or breastfeeding to accept an accommodation that the employee chooses not to accept if the employee does not have a known limitation related to pregnancy, childbirth, related medical conditions, or breastfeeding or the accommodation is not necessary for the employee to perform her duties; (e) Require an employee to take leave if a reasonable accommodation can be provided; or (f) Take adverse action against an employee who has been absent from work as a result of a pregnancy-related condition, including a pre-birth complication. H.3.3 The Contractor shall post and maintain in a conspicuous place a notice of rights in both English and Spanish and provide written notice of an employee's right to a needed reasonable accommodation related to pregnancy, childbirth, related medical conditions, or breastfeeding pursuant to the PPWF Act this chapter to: (a) New employees at the commencement of employment; (b) Existing employees; and (c) An employee who notifies the employer of her pregnancy, or other condition covered by this chapter, within 10 days of the notification. H.3.4 The Contractor shall provide an accurate written translation of the notice of rights to any non-English or non-Spanish speaking employee. H.3.5 Violations of the PPWF Act shall be subject to civil penalties as described in the Act.