On January 20, 2014, Philadelphia Mayor Michael Nutter signed an amendment to the city’s Fair Practices Ordinance expressly banning discrimination based upon pregnancy, childbirth, or a related medical condition and imposing new workplace accommodation requirements on Philadelphia employers. The amendment places Philadelphia among a growing number of jurisdictions that require employers to provide workplace accommodations to employees who are “affected by pregnancy,” regardless of whether those employees are “disabled.” (See our prior alerts for details on new requirements enacted in Philadelphia and New Jersey.)

The new law requires that Philadelphia employers provide written notice to all employees by April 20, 2014, and to all new hires going forward. On April 1, 2014, the Philadelphia Commission on Human Relations issued the required notice, which reiterates the rights of pregnant employees in the workplace. The notice must be posted conspicuously in an area accessible to employees.

For employers with operations in Philadelphia, the amendment may require revisions to employee handbooks and training of appropriate staff in this area. Employers should pay close attention to their reasonable accommodation policies and whether their human resources professionals have sufficient training to engage in the interactive process triggered for employees affected by pregnancy, and recognize when accommodations must be granted for such employees.

For more information, please contact Meredith C. Swartz at 215.864.8132 or swartzm@ballardspahr.com, or the member of Ballard Spahr’s Labor and Employment Group with whom you work.


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This alert is a periodic publication of Ballard Spahr LLP and is intended to notify recipients of new developments in the law. It should not be construed as legal advice or legal opinion on any specific facts or circumstances. The contents are intended for general informational purposes only, and you are urged to consult your own attorney concerning your situation and specific legal questions you have.

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