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Abortion Not Covered Under the Pregnant Workers Fairness Act, Federal Judge Rules

Pregnancy protections under the Pregnancy Workers Fairness Act (PWFA) just became more clear, but still controversial about elective abortions.

The PWFA is a federal law that requires certain employers to provide reasonable accommodations to qualified employees with limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions. The Equal Employment Opportunity Commission previously interpreted “pregnancy, childbirth, or related medical conditions” to include elective abortions, requiring employers to accommodate employees undergoing the procedure or having complications related to it. Multiple states, including Louisiana, and religious advocacy groups challenged the EEOC’s authority to enact a rule requiring accommodations for elective abortions. That challenge was successful.

A Louisiana federal district court judge has just struck down the EEOC’s rule and clarified that elective abortions were not intended to be covered under the original legislation. Thus, employers are not required to provide accommodations for elective abortions – at least as of now. The federal judge’s ruling will likely be appealed to the court of appeals and then to the U.S. Supreme Court, which may or may not alter the current interpretation of the PWFA.

Notably, the challenge to the PWFA and the Court’s ruling were limited to “purely elective abortions” or those abortions which are “medically unnecessary” in accordance with state law. As such, medically necessary abortions may be covered under the PWFA. Moreover, covered employers are still bound by other federal anti-discrimination laws that protect an employee’s decision to have or not have an abortion and Federal and State disabilities laws, which may cover abortions or related medical conditions.

Employers should obtain legal assistance with any questions regarding accommodations for pregnant workers, as well as other protections or limitations that may apply under the PWFA and related laws to remain compliant.

Abortion Not Covered Under the Pregnant Workers Fairness Act, Federal Judge Rules

Pregnancy protections under the Pregnancy Workers Fairness Act (PWFA) just became more clear, but still controversial about elective abortions.

The PWFA is a federal law that requires certain employers to provide reasonable accommodations to qualified employees with limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions. The Equal Employment Opportunity Commission previously interpreted “pregnancy, childbirth, or related medical conditions” to include elective abortions, requiring employers to accommodate employees undergoing the procedure or having complications related to it. Multiple states, including Louisiana, and religious advocacy groups challenged the EEOC’s authority to enact a rule requiring accommodations for elective abortions. That challenge was successful.

A Louisiana federal district court judge has just struck down the EEOC’s rule and clarified that elective abortions were not intended to be covered under the original legislation. Thus, employers are not required to provide accommodations for elective abortions – at least as of now. The federal judge’s ruling will likely be appealed to the court of appeals and then to the U.S. Supreme Court, which may or may not alter the current interpretation of the PWFA.

Notably, the challenge to the PWFA and the Court’s ruling were limited to “purely elective abortions” or those abortions which are “medically unnecessary” in accordance with state law. As such, medically necessary abortions may be covered under the PWFA. Moreover, covered employers are still bound by other federal anti-discrimination laws that protect an employee’s decision to have or not have an abortion and Federal and State disabilities laws, which may cover abortions or related medical conditions.

Employers should obtain legal assistance with any questions regarding accommodations for pregnant workers, as well as other protections or limitations that may apply under the PWFA and related laws to remain compliant.

Abortion Not Covered Under the Pregnant Workers Fairness Act, Federal Judge Rules

Pregnancy protections under the Pregnancy Workers Fairness Act (PWFA) just became more clear, but still controversial about elective abortions.

The PWFA is a federal law that requires certain employers to provide reasonable accommodations to qualified employees with limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions. The Equal Employment Opportunity Commission previously interpreted “pregnancy, childbirth, or related medical conditions” to include elective abortions, requiring employers to accommodate employees undergoing the procedure or having complications related to it. Multiple states, including Louisiana, and religious advocacy groups challenged the EEOC’s authority to enact a rule requiring accommodations for elective abortions. That challenge was successful.

A Louisiana federal district court judge has just struck down the EEOC’s rule and clarified that elective abortions were not intended to be covered under the original legislation. Thus, employers are not required to provide accommodations for elective abortions – at least as of now. The federal judge’s ruling will likely be appealed to the court of appeals and then to the U.S. Supreme Court, which may or may not alter the current interpretation of the PWFA.

Notably, the challenge to the PWFA and the Court’s ruling were limited to “purely elective abortions” or those abortions which are “medically unnecessary” in accordance with state law. As such, medically necessary abortions may be covered under the PWFA. Moreover, covered employers are still bound by other federal anti-discrimination laws that protect an employee’s decision to have or not have an abortion and Federal and State disabilities laws, which may cover abortions or related medical conditions.

Employers should obtain legal assistance with any questions regarding accommodations for pregnant workers, as well as other protections or limitations that may apply under the PWFA and related laws to remain compliant.

Abortion Not Covered Under the Pregnant Workers Fairness Act, Federal Judge Rules

Pregnancy protections under the Pregnancy Workers Fairness Act (PWFA) just became more clear, but still controversial about elective abortions.

The PWFA is a federal law that requires certain employers to provide reasonable accommodations to qualified employees with limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions. The Equal Employment Opportunity Commission previously interpreted “pregnancy, childbirth, or related medical conditions” to include elective abortions, requiring employers to accommodate employees undergoing the procedure or having complications related to it. Multiple states, including Louisiana, and religious advocacy groups challenged the EEOC’s authority to enact a rule requiring accommodations for elective abortions. That challenge was successful.

A Louisiana federal district court judge has just struck down the EEOC’s rule and clarified that elective abortions were not intended to be covered under the original legislation. Thus, employers are not required to provide accommodations for elective abortions – at least as of now. The federal judge’s ruling will likely be appealed to the court of appeals and then to the U.S. Supreme Court, which may or may not alter the current interpretation of the PWFA.

Notably, the challenge to the PWFA and the Court’s ruling were limited to “purely elective abortions” or those abortions which are “medically unnecessary” in accordance with state law. As such, medically necessary abortions may be covered under the PWFA. Moreover, covered employers are still bound by other federal anti-discrimination laws that protect an employee’s decision to have or not have an abortion and Federal and State disabilities laws, which may cover abortions or related medical conditions.

Employers should obtain legal assistance with any questions regarding accommodations for pregnant workers, as well as other protections or limitations that may apply under the PWFA and related laws to remain compliant.

Abortion Not Covered Under the Pregnant Workers Fairness Act, Federal Judge Rules

Pregnancy protections under the Pregnancy Workers Fairness Act (PWFA) just became more clear, but still controversial about elective abortions.

The PWFA is a federal law that requires certain employers to provide reasonable accommodations to qualified employees with limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions. The Equal Employment Opportunity Commission previously interpreted “pregnancy, childbirth, or related medical conditions” to include elective abortions, requiring employers to accommodate employees undergoing the procedure or having complications related to it. Multiple states, including Louisiana, and religious advocacy groups challenged the EEOC’s authority to enact a rule requiring accommodations for elective abortions. That challenge was successful.

A Louisiana federal district court judge has just struck down the EEOC’s rule and clarified that elective abortions were not intended to be covered under the original legislation. Thus, employers are not required to provide accommodations for elective abortions – at least as of now. The federal judge’s ruling will likely be appealed to the court of appeals and then to the U.S. Supreme Court, which may or may not alter the current interpretation of the PWFA.

Notably, the challenge to the PWFA and the Court’s ruling were limited to “purely elective abortions” or those abortions which are “medically unnecessary” in accordance with state law. As such, medically necessary abortions may be covered under the PWFA. Moreover, covered employers are still bound by other federal anti-discrimination laws that protect an employee’s decision to have or not have an abortion and Federal and State disabilities laws, which may cover abortions or related medical conditions.

Employers should obtain legal assistance with any questions regarding accommodations for pregnant workers, as well as other protections or limitations that may apply under the PWFA and related laws to remain compliant.

Abortion Not Covered Under the Pregnant Workers Fairness Act, Federal Judge Rules

Pregnancy protections under the Pregnancy Workers Fairness Act (PWFA) just became more clear, but still controversial about elective abortions.

The PWFA is a federal law that requires certain employers to provide reasonable accommodations to qualified employees with limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions. The Equal Employment Opportunity Commission previously interpreted “pregnancy, childbirth, or related medical conditions” to include elective abortions, requiring employers to accommodate employees undergoing the procedure or having complications related to it. Multiple states, including Louisiana, and religious advocacy groups challenged the EEOC’s authority to enact a rule requiring accommodations for elective abortions. That challenge was successful.

A Louisiana federal district court judge has just struck down the EEOC’s rule and clarified that elective abortions were not intended to be covered under the original legislation. Thus, employers are not required to provide accommodations for elective abortions – at least as of now. The federal judge’s ruling will likely be appealed to the court of appeals and then to the U.S. Supreme Court, which may or may not alter the current interpretation of the PWFA.

Notably, the challenge to the PWFA and the Court’s ruling were limited to “purely elective abortions” or those abortions which are “medically unnecessary” in accordance with state law. As such, medically necessary abortions may be covered under the PWFA. Moreover, covered employers are still bound by other federal anti-discrimination laws that protect an employee’s decision to have or not have an abortion and Federal and State disabilities laws, which may cover abortions or related medical conditions.

Employers should obtain legal assistance with any questions regarding accommodations for pregnant workers, as well as other protections or limitations that may apply under the PWFA and related laws to remain compliant.