The Protecting Pregnant Workers Fairness Act of 2014 (the Act) applies to all employers in the District of Columbia, regardless of size, and requires that employers engage in a good-faith, timely interactive process with any employee requesting or "otherwise needing" a reasonable accommodation based on a pregnancy- or childbirth-related condition unless doing so would create an undue hardship on the employer.
Employers are prohibited from requiring an employee to accept an unnecessary accommodation or to take leave if a reasonable accommodation can be provided instead.
Types of accommodation. Some examples of reasonable accommodations include more frequent or longer breaks, time off to recover from childbirth, acquisition or modification of equipment or seating, temporary transfer to a less strenuous or hazardous position or other job restructuring, such as providing a light-duty or modified work schedule. Reasonable accommodations may also include having the employee refrain from heavy lifting, relocating the employee's work area, or providing private, nonbathroom space for expressing breast milk.
Certification. The employer may require an employee to provide a certification from the employee's healthcare provider concerning the medical advisability of a reasonable accommodation to the same extent a certification is required for other temporary disabilities. Certification must include the date ...