BILL NUMBER:S6273

TITLE OF BILL:
An act
to amend the executive law, in relation to requiring the provisions of
reasonable accommodations for pregnant women

SUMMARY OF SPECIFIC PROVISIONS:
Section 1 amends section 292 of the Executive Law to expand the
definition of 'reasonable accommodation' to include actions taken by
an employer to address the needs of employees who are pregnant.

Section 2 amends section 296 of the Executive Law to make it illegal
to refuse to provide reasonable accommodation to an employee for
conditions related to pregnancy.

Section 3 establishes the effective date.

JUSTIFICATION:
Current workplace laws are inadequate to protect pregnant New Yorkers
from being forced out or fired when they need a simple, reasonable
accommodation in order to stay on the job. Many pregnant women are
single mothers or the primary breadwinners for their families -if
they lose their jobs then the whole family will suffer, including
newborns and older children. This is not an outcome that families can
afford in today's difficult economy.
              

Under New York Law, employers are not required to make reasonable
accommodations for pregnant women (unless she has a pregnancy related
disability). As a result, pregnant women are often forced to take
unpaid leave or are fired for requesting a small accommodation. For
example, a New York waitress can be fired because she is 8 months
pregnant and needs more frequent restroom breaks.

The reasonable accommodation framework has worked for employers who
are required to accommodate people with disabilities. Unlike most
disabilities, pregnancy is only temporary, and pregnancy
accommodations are often less costly to employers since additional
equipment is usually unnecessary.
California has enacted similar legislation. The most frequent
accommodations involve limits on lifting, access to places to sit,
and more frequent bathroom breaks.

Working during pregnancy can be a beneficial choice for many women. By
working extra months, women can earn additional income and achieve
increased seniority. Moreover, women who work during pregnancy may be
able to take a longer period of leave following childbirth, which in
turn facilitates breastfeeding, bonding with and caring for a new
child, and recovering from childbirth. Pregnant women who are forced
to leave their jobs often have no choice but to use government
resources such as public assistance, Medicaid
and WIC, draining taxpayer funds. A pregnancy reasonable accommodation
law can lead to taxpayer savings while also keeping women in the
workforce.

FISCAL IMPLICATIONS TO THE STATE:


Minimal.

EFFECTIVE DATE:
This act shall take effect on the thirtieth day after it shall have
become a law.