Proyectos de ley › 89.ª Asamblea General
Requiring employers to provide reasonable accommodations to employees based on pregnancy or childbirth and making penalties applicable
Presentado por el comité State Government de la Cámara
Dónde está ahora
- Hecho: Presentado22 de enero de 2021
- Hecho: Subcomité25 de enero de 2022
- Hecho: Comité de la Cámara1 de febrero de 2022
- Se detuvo: Lo aprueba la CámaraMurió al terminar la Asamblea General
- Sigue: Comité del Senado
- Sigue: Lo aprueba el Senado
- Sigue: A gobernador(a)
- Sigue: Firmado como ley
Murió al terminar la sesión La sesión de 2022 terminó el 24 de mayo de 2022, la última sesión ordinaria de la Asamblea General. Los proyectos que no pasaron por ambas cámaras murieron. ¿Qué es el embudo (funnel)?
Qué contiene
Resumen con IA If an employee has a medical condition related to pregnancy or childbirth, their employer must provide reasonable changes to help them do their job. These changes could include things like modified work schedules or special equipment, as long as they do not cause the business too much trouble. Employers who refuse to provide these accommodations could face penalties for discrimination. (Todavía no está traducido al español.)1
Lea la explicación oficial (en inglés)
This bill requires an employer to provide reasonable accommodations to an employee based on medical conditions related to the employee’s pregnancy or childbirth if the employee requests reasonable accommodations with the advice of the employee’s health care provider. Penalty provisions for discriminatory employment practices are made applicable to a failure to provide such reasonable accommodations to an employee. The bill defines “reasonable accommodations” as actions which would permit an employee with a medical condition relating to the employee’s pregnancy or childbirth to perform in a reasonable manner the activities involved in the employee’s specific occupation and include but are not limited to the provision of an accessible worksite, acquisition or modification of equipment, job restructuring, and a modified work schedule. The bill provides that “reasonable accommodations” does not mean any action that would impose an undue hardship on the business of the employer from whom the action is requested.
House subcommittee
Named January 25, 2022 (as HSB 603). On January 31, 2022 it recommended passage. Vote Total: 3-0.
Three legislators hear a bill first and recommend what the committee should do; it’s the best time to weigh in. How to take part
Lo que cambia del Código de Iowa (Iowa Code)
Modifica§216.6
Cabildeo
28 a favor · 2 en contra · 16 indecisos · Quiénes →
Family tree
Tried before
Study bill
89th General Assembly
Picked up later
Earlier and later bills are matched by wording or an identical title.
Tried before
This idea has been filed in an earlier General Assembly. None got through a chamber.
- HF 109 Requiring employers to provide reasonable accommodations to employees based on pregnancy o…88th General Assembly · In committee · same titleCleared committee
- HSB 608 HSB 60888th General Assembly · Subcommittee recommends passage · same titleCleared committee
- HF 384 Requiring employers to provide reasonable accommodations to employees based on pregnancy o…88th General Assembly · In committee · same titleCleared committee
- SF 117 Requiring employers to provide reasonable accommodations to employees based on pregnancy o…88th General Assembly · In committee · same titleCleared committee
Similar bills this General Assembly
- HF 676 Requiring employers to provide reasonable accommodations to employees based on pregnancy o…91st General Assembly · In committeeNearly identical
- HF 124 Requiring employers to provide reasonable accommodations to employees based on pregnancy o…89th General Assembly · In committeeNearly identical
- SSB 1029 SSB 102989th General Assembly · Renumbered as SF 485Nearly identical
- SF 134 Requiring employers to provide reasonable accommodations to employees based on pregnancy o…91st General Assembly · In committeeSimilar
Matched by wording or an identical title.