- Nineteen states now have laws protecting pregnant women and nursing mothers, Engineering News-Record (ENR) reports.
- The Massachusetts House passed a bill on May 10 requiring employers to provide nursing mothers with a private, non-bathroom area. The bill also requires employers to provide mothers with reasonable accommodations, such as a lighter workload, unless the employer would face undue hardship. The state’s Senate is expected to approve the bill.
- According to ENR, the states’ laws extend protections for pregnant and nursing mothers beyond federal law, and most of them — 13 out of the 19 — were passed within the last four years.
Legal protection for pregnant women and nursing mothers is yet another area of employment law in which states have taken their own measures. That growing list includes paid family leave, “ban the box” and pay equity laws.
Pregnant women and nursing mothers in traditionally male-dominated jobs, such as construction or architecture, might require private areas to take care of maternal issues, like pumping breast milk. They will almost certainly need to be given less strenuous tasks and assignments in addition to more frequent breaks.
Kathleen Dobson, safety director at Alberici Constructors, told ENR that some employers don’t understand the federal rules; employers might not even know that pregnant workers are considered disabled under the law and therefore entitled to reasonable accommodations. Wal-Mart employees recently sued the company for denying pregnant workers the same reasonable accommodations as other disabled workers.
With 13 out of 19 states passing laws protecting pregnant women and nursing mothers within a relatively short time, more states will likely follow. Employers must monitor possible changes in their own state’s laws, which often are more extensive than federal law.
Source: HR Dive
HR Strategies is unique in that we always make the extra effort to attend to each of our clients requests, needs, and problems. We go above and beyond in making sure our customer service is excellent, no matter how long it might take to resolve and issue. In the case study below, we demonstrate how customization and personal attention removed this particular client’s struggles.
HR Strategies Relieves Client of Employee Benefits Administration Hassles
HR Strategies supplies its clients with a variety of human resource administration solutions. One of the biggest time relief solutions that HR Strategies is able to offer is benefits administration. Recently, a client’s office manager was attempting to handle complete benefit administration for the client’s worksite employees. The office manager found herself bogged down with benefit administration duties like monthly bill reconciliation, employee enrollments and terminations, qualifying event changes, employee questions on coverage and claims processing, etc. She was spending so much time handling benefit issues that she was not able to effectively manage the company’s employees, production, and/or sales.
HR Strategies was contracted for assistance with Benefits Administration. The HR Strategies Benefits Team provided a complete Benefits Administration package. This included handling annual renewals and open enrollments, new hire eligibility and enrollments, and processing changes due to qualifying event/life changes as the worksite employees experienced them. HR Strategies provided a direct contact for employee’s to seek assistance with plan coverage and claims questions. Also, included was complete bill processing. This included collecting premium portions from the client and employees through payroll processing, reconciling the monthly statement, and issuing payment to the insurance carriers.
By allowing HR Strategies to handle the company’s benefit administration, it allowed the office manager to free up hours of tedious benefit processing. She was able to utilize this newly available time to focus on employee improvement, increasing production, and increasing sales, which ultimately made for more profitable annual revenue.
As we come to an end of our patriotic themed posts, having taken a look at the Declaration of Independence, the U.S. Constitution, and voting rights; we would like to leave you with some thoughts to encourage you take remain patriotic (not only your daily personal life, but also in your business) throughout the year, not just on the 4th of July…
- “Economic Patriotism is doing what is right for American businesses, for American workers, for American consumers, and for America. Each of these entities is dependent upon each other doing the right thing for the other. It is not possible for one entity to abandon another without harm resulting to all entities. The American worker and the American consumer are tightly related, and often one in the same. It is simply not possible to adversely affect the American worker without also adversely affecting the American consumer.” http:www.americanreformation.org/AJCoalition/EconomicPatriotism.htm
- Veterans having served in our National Forces continue to look for work. Don’t we, at the very least, owe them the opportunity to work when they return from serving their country? “Veterans are a very strong talent pool. They possess skills and qualities that are immeasurable – such as leadership, pride, teamwork, and dedication,”- recruiter Danielle Micek.
- “Whenever a Guardsman or Reservist leaves for training, they are coming back to their companies with better skills, better training, and they are an asset to a company every time they leave.” – Barbara O’Reilly, Minnesota Department of Veterans Affairs
- Don’t just feel patriotic watching the fireworks on the 4th of July, when you hear the Star Spangled Banner at a ballgame, or when you enter the voting booth. Carry your patriotism and pride in America throughout the year. Americans took a risk on July 4th, 1776, and we are reaping the benefits every day.
How will you celebrate next week?
Clients: HR Strategies will be closed on Thursday, July 4, 2013 in observance of the Independence Day holiday. In addition, banks and delivery services will also be closed on Thursday. HR Strategies will also be closing at 2:00 PM on Wednesday, July 3, 2013. Due to the bank holiday on Thursday, July 4th, direct deposits will NOT be processed on that day. Please contact your payroll specialist if you need to make any special arrangements. If you have any questions or concerns, please do not hesitate to call at 770.339.0000 option 1 or Contact Us Today!
Thank you for the opportunity to serve you! -Your HR Strategies Payroll Team