Bills › 88th General Assembly
Requiring employers to provide reasonable accommodations to job applicants and employees based on pregnancy or childbirth and making penalties applicable
Where it is now
- Done: IntroducedFebruary 6, 2020
- Stopped: SubcommitteeDied when the General Assembly ended
- Next: House committee
- Next: Passes the House
- Next: Senate committee
- Next: Passes the Senate
- Next: To the Governor
- Next: Signed into law
Died when the session ended The 2020 session adjourned on June 14, 2020, the General Assembly’s last regular session. Bills that didn’t pass both chambers died. What’s a funnel?
What’s in it
This bill prohibits an employer from denying a reasonable accommodation to a known limitation related to the pregnancy, childbirth, or a related medical condition of a job applicant or employee, unless the employer can demonstrate that the accommodation would impose an undue hardship on the employer. The bill prohibits an employer from requiring a job applicant or employee affected by pregnancy, childbirth, or a related medical condition to accept an accommodation to a known limitation related to the pregnancy, childbirth, or a related medical condition of the applicant or employee that the applicant or employee chooses not to accept, if the accommodation is unnecessary to enable the applicant or employee to perform the job.
Read the full explanation
The bill prohibits an employer from denying an employment opportunity to a job applicant or employee, if the denial is based on the need of the employer to make a reasonable accommodation to a known limitation related to the pregnancy, childbirth, or a related medical condition of the employee or applicant. The bill prohibits an employer from requiring an employee to take leave if another reasonable accommodation can be provided to a known limitation related to the pregnancy, childbirth, or a related medical condition of the employee. The bill prohibits an employer from taking adverse action against an employee on account of the employee requesting or using a reasonable accommodation to a known limitation related to the pregnancy, childbirth, or a related medical condition of the employee. Penalty and remedial provisions for unfair or discriminatory employment practices under Code chapter 216 are made applicable to the requirements established in the bill.