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About Pregnancy
Pregnancy affects women in different ways. For some women, it can bring about various physical and emotional changes that can affect the ability to perform certain job tasks. Some women experience no or very few limitations while others may experience limitations that create the need for job accommodations. For example, fatigue, nausea and vomiting, or pain and swelling might impact attendance or working long hours; restrictions in lifting, standing, or bending might affect the ability to meet some of the physical demands of a job; hormonal fluctuations might impact concentration and memory or cause anxiety; or the need to eat and drink frequently, or wear more comfortable clothing might affect adherence to certain policies. Pregnancy-related medical conditions like gestational diabetes, back pain, anemia, high blood pressure (known as preeclampsia), urinary tract infections, severe dehydration, depression, complications requiring bed rest, and the after-effects of delivery can also create limitations. Pregnancy and childbirth may exacerbate existing health conditions as well.
Pregnancy and the Americans with Disabilities Act
Does federal law require employers to make accommodations for workers who are pregnant?
Yes. Several federal laws protect job applicants and employees who are pregnant from discrimination and/or may require covered employers to make reasonable accommodations for workers with known limitations related to pregnancy, childbirth, or related medical conditions. These laws include the Pregnant Workers Fairness Act (PWFA), Title VII of the Civil Rights Act of 1964 as amended by the Pregnancy Discrimination Act (PDA), and the Americans with Disabilities Act (ADA) when there is a disability related to pregnancy. Similarly, many state laws provide protections for workers who are pregnant. Additionally, the Family and Medical Leave Act (FMLA) requires covered employers to provide unpaid, job-protected leave for family and medical reasons, including the birth or adoption of a child.
What does the Pregnant Workers Fairness Act (PWFA) require?
The PWFA requires covered employers to make reasonable accommodations for qualified applicants and employees with known limitations related to pregnancy, childbirth, or related medical conditions, unless they cause an undue hardship. It also establishes clearer guidelines for pregnant workers than the PDA and ADA and defines actions covered employers cannot take.
Possible accommodations under the PWFA may include:
- Allowing telework
- Providing access to seating
- Modifying a work schedule to allow shorter hours or a later start time
- Granting additional, longer, or more frequent breaks
- Making exceptions to food and drink policies
- Providing closer parking
- Allowing leave for medical appointments or to recover from childbirth
- Providing a temporary reassignment
What does the Americans with Disabilities Act (ADA) require?
The ADA requires covered employers to provide reasonable accommodations to workers with disabilities, so long as doing so does not impose an undue hardship on the employer. Pregnancy alone is not an ADA disability but many pregnancy-related impairments are ADA disabilities. A pregnancy-related impairment is a disability if it substantially limits one or more major life activities or substantially limited major life activities in the past. For example, pregnancy-related conditions may include anemia, sciatica, gestational diabetes, preeclampsia, morning sickness, swelling in the legs, depression, or other impairments that substantially limit a major life activity or the normal functioning of a bodily system. Reasonable accommodations vary but might include a modified work schedule; the ability to have snacks or drinks at a workstation; a modified attendance policy; additional or frequent breaks; sitting; lifting assistance, job restructuring, or light duty work; telework; or leave to attend medical appointments, among other solutions.
What does Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act (PDA), require?
Title VII, as amended by the PDA, prohibits pregnancy-based discrimination and harassment and requires covered employers to make work adjustments for workers who are pregnant. The law forbids employment discrimination based on pregnancy, childbirth, or medical conditions related to pregnancy or childbirth. It also requires that workers who are temporarily unable to perform or are limited in performing job functions due to pregnancy, childbirth, or a related medical condition, be treated in the same manner as other employees who are similar in their ability or inability to work. This might include making work adjustments like providing light duty work, alternative work assignments, allowing additional breaks, or providing unpaid leave. For example, an employer with a policy of accommodating most non-pregnant employees with lifting limitations would be required to also accommodate pregnant employees with lifting limitations.
Several resources include information about the laws that prohibit discrimination against workers with known limitations related to pregnancy, childbirth, or related medical conditions, and require covered employers to make reasonable accommodations unless it creates an undue hardship:
- EEOC’s Pregnancy Discrimination and Pregnancy-Related Disability Discrimination
- EEOC's What You Should Know About the Pregnant Workers Fairness Act
- EEOC’s Enforcement Guidance on Pregnancy Discrimination and Related Issues
- EEOC's Questions and Answers about the EEOC's Enforcement Guidance on Pregnancy Discrimination and Related Issues
Accommodating Employees with Pregnancy
Workers who are pregnant may develop some of the limitations discussed below, but seldom develop all of them. Also, the degree of limitation will vary among individuals. Be aware that not all women who are pregnant will need accommodations to perform their jobs and many others may only need a few accommodations. The following is only a sample of the possibilities available. Numerous other accommodation solutions may exist.
Questions to Consider:
- What limitations is the employee experiencing?
- How do these limitations affect the employee and the employee’s job performance?
- What specific job tasks are problematic as a result of these limitations?
- What accommodations are available to reduce or eliminate these problems? Are all possible resources being used to determine possible accommodations?
- Once accommodations are in place, would it be useful to meet with the employee to evaluate the effectiveness of the accommodations and to determine whether additional accommodations are needed?
- Do supervisory personnel and employees need training?
Accommodation Ideas:
By Limitation
Bending
- Accessible Baby Changing Stations
- Adjustable Drafting Tables
- Adjustable Exam Tables
- Adjustable Massage Tables
- Animal Lift Tables
- Automatic Snow Chains
- Battery Powered Lift Tables
- Compact Material Handling
- Convex Mirrors
- Ergonomic and Pneumatic Tools
- Examination and Procedures Chair
- Long-Handled Mirrors
- Low Task Chair
- Manhole Cover Lifts
- Pickups, Semis, and Heavy Equipment
- Stools for Cutting Hair
- Telescoping Cameras
- Walk-up Changing Tables
Carrying
- Accessories for Scooters
- Adjustable Exam Tables
- Aerial Lifts
- Ball Transfer Tables
- Carts
- Compact Material Handling
- Compact Mobile Cranes
- Ergonomic Equipment
- Evacuation Devices
- Independent Living Aids
- Lift Gates
- Lifting Aids
- Lightweight Ladders
- Lightweight Lead Aprons
- Manhole Cover Lifts
- Modified Break Schedule
- Multi-Purpose Carts
- Patient Lifts (General)
- Periodic Rest Breaks
- Pickups, Semis, and Heavy Equipment
- Spring-Loaded Carts
- Stainless Steel Carts and Worktables
- Stairclimbing Handtrucks
- Test Tube Holders
- Tire Handling
- Transfer Aids
- Transfer Sheets
- Trashcans
- Truck Mounted Cranes
- Vacuum Lifts
- Walk-up Changing Tables
- Wheelchair Accessories
- Winches and Chain Hoists
Climbing
- Aerial Lifts
- Boat Access
- Coach Steps
- Compact Ladders
- Elevators
- Evacuation Devices
- Extended Tractor Steps
- Folding Steps
- Ladders (General)
- Large-Rated Ladders
- Large-Rated Small Step Ladders
- Large-Rated Wheelchair Lifts
- Lightweight Ladders
- Pool Lifts
- Rolling Safety Ladders
- Stair Assists
- Stair Lifts
Dietary Needs
Kneeling
- Accessories for Scooters
- All-Terrain Scooters
- Animal Lift Tables
- Elbow and Knee Protection
- Examination and Procedures Chair
- Head Support for Wheelchairs
- Low Positioned Stools
- Low Task Chair
- Mechanic's Seats and Creepers
- Reachers
- Vacuum Pickup Tools
- Walk-up Changing Tables
- Wheelchair Accessible Scales
- Wheelchair Carts/Trailers
- Wheelchair Mounts
- Wheelchairs
Lifting
- Agriculture/Farm
- Industrial
- Office or Retail Goods
- Other
- People
Nausea
- Flexible Schedule
- Mini Refrigerators/ Electric Coolers
- Odor Control
- Telework, Work from Home, Working Remotely
Pushing/Pulling
- Adjustable Massage Tables
- Automated Filing Systems
- Automatic Door Openers
- Ball Transfer Tables
- Cart Dumpers
- Carts
- Compact Material Handling
- Deburring Tools
- Ergonomic and Pneumatic Tools
- Ergonomic Equipment
- Folding Steps
- Hands Free Resuscitation Devices
- Height Adjustable Table Legs
- Janitorial Carts
- Large-Rated Small Step Ladders
- Lift Tables
- Light Switch Extension Handles
- Linen Carts
- Motorized Carts
- Multi-Purpose Carts
- Patient Lifts (General)
- Pickups, Semis, and Heavy Equipment
- Power Assist for Manual Wheelchairs
- Rolling Safety Ladders
- Spring-Loaded Carts
- Stainless Steel Carts and Worktables
- Stair Assists
- Stairclimbing Handtrucks
- Tire Handling
- Tool Balancers
- Vacuum Lifts
- Vacuum Pickup Tools
- Wheelchair Push Bars
- Wheelchair Push Extension Handles
- Wheelchair Pushers
Sitting
- Sitting
- Other Solutions
Standing
- Adjustable Workstations for Industrial Settings
- Adjustable Workstations for Office Settings
- Anti-fatigue Matting
- Assist Lift Cushions
- Elevating Lift and Office Chairs
- Grab Bars
- Periodic Rest Breaks
- Scooters
- Stand-lean Stools
Temperature Sensitivity
- Sensitivity to Cold
- Sensitivity to Heat
Toileting/Grooming Issue
- Accessible Toilets and Toilet Seats
- Aide/Assistant/Attendant
- Flexible Schedule
- Grab Bars - Toilet Hinged Arm Support
- Grooming and Dressing Aids
- Independent Living Aids
- Modified Break Schedule
- Swing Away Grab Bars
- Telework, Work from Home, Working Remotely
- Toileting Aids
- Transfer Aids
- Transfer Sheets
- Worksite Redesign / Modified Workspace
Situations and Solutions:
The following situations and solutions are real-life examples of accommodations that were made by JAN customers. Because accommodations are made on a case-by-case basis, these examples may not be effective for every workplace but give you an idea about the types of accommodations that are possible.
A customer service agent for an insurance company was pregnant and experiencing significant leg and back pain when sitting for long periods of time.
She also needed to use the restroom frequently. The employer provided an adjustable workstation to enable the employee to alternate between sitting and standing positions. The employer also allowed her to take more frequent rest breaks by dividing her existing thirty-minutes of break time into several smaller increments of time so she could use the restroom as-needed.
A nursing assistant for a rehabilitation hospital was in the third trimester of her pregnancy and, due to complications, was restricted from lifting more than twenty pounds.
Her job was restructured temporarily to assign her to care for patients who did not require transfer assistance and was permitted to ask co-workers for assistance when she needed to move items weighing more than twenty pounds.
A social media coordinator with preeclampsia was placed on bed rest during the last month of her pregnancy.
She was restricted from climbing, walking, and standing for extended periods of time. She also required a reduced schedule of working no more than six hours per day. The majority of her job tasks could be completed on-line. She was permitted to reduce her schedule and work from home for the duration of her pregnancy. She attended team meetings using a videoconferencing app.
A receptionist for a law firm required time to express breast milk for her baby during her work day.
She was provided a private space that was shielded from view and free from intrusion and reasonable break time to express milk, as-needed. A co-worker served as back-up receptionist during these short breaks. The employee was also allowed to flex her schedule to make-up any extended time taken, beyond ordinary breaks. She kept a small cooler at her workstation for storing milk.
A quality inspector for a manufacturing company was experiencing painful swelling in her legs, ankles, and feet during pregnancy.
Her job required standing for long periods of time and she needed to be somewhat mobile. Her medical provider recommended that she take breaks to get off her feet. The employer provided a stand/lean stool to enable her to take pressure off her feet, as-needed, added anti-fatigue matting to her work area, and permitted the employee to rest with her feet up during breaks.
JAN Publications & Articles Regarding Pregnancy
Publications
Consultants' Corner Articles
- Accommodations Related to Commuting To and From Work
- Best Practices for Addressing Requests for Ergonomic Chairs
- Confidentiality of Medical Information under the ADA
- Hidden Disabilities: Confidentiality and Travel
- How does the Americans with Disabilities Act (ADA) Apply to Employees Who Have Infertility?
- Preparing for Pregnant Workers Fairness Act (PWFA) Accommodation Requests
Articles
Blog Posts
Events Regarding Pregnancy
- Upcoming Events
- Past Recorded Module
- Past In-person Training
- Past Exhibit Booths
- Past Webcast Series Training
Linked Calendar Page: | Accommodation and Compliance Webcast Series Library |
Organization: | 38A443FF-842B-2B16-97D7125E5F7933E9,E455CDDE-842B-2B16-97D702AEE5F3C3AF |
Event Category: | 1A21A63B-842B-2B16-97D7A8CFB137D56F |
Approved: | 1 |
Start Date Type: | Expression |
Start Date Picker: | 2006-01-01 00:00:00 |
Start Date Value: | |
Start Date Expression: | dateformat(dateAdd('yyyy',-3,now()),'mm-dd-yyyy') |
End Date Type: | Expression |
End Date Picker: | |
End Date Value: | |
End Date Expression: | dateformat(dateAdd('d',-1,now()),'mm-dd-yyyy') |
Max Number of Events: | 0 |
Alternate Calendar Page Label: | View All Recordings |
Alternate No Events Message: | No Past Recorded Modules |
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Low-Key AT: Less-Obvious Options for Entry-Level WorkersMarch 16, 2022
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Accessibility as a Key to InclusionJuly 25, 2022
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Transition and Workplace Accessibility: What’s New in 2023?February 2, 2023
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Together Again: AT for Travel and Inclusive EventsFebruary 3, 2023
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2023 CSUNMarch 17, 2023
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ATIA 2024 ConferenceJanuary 25, 2024
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- Teresa Goddard , Lead Consultant – Assistive Technology Services
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- Teresa Goddard , Lead Consultant – Assistive Technology Services
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- Teresa Goddard , Lead Consultant – Assistive Technology Services
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- Teresa Goddard , Lead Consultant – Assistive Technology Services
- Lisa Mathess , Principal Consultant, ADA Specialist
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- Teresa Goddard , Lead Consultant – Assistive Technology Services
- Lisa Mathess , Principal Consultant, ADA Specialist
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- Teresa Goddard, Lead Consultant, Assistive Technology Services
- Lisa Mathess, Principal Consultant, ADA Specialist
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Accommodating Educational Professionals: Meeting Workplace Needs with AT
Friday 1-2pm
Grand Ballroom 7B
Session Code: TWA-05
Back on Track with the Interactive Process: When Accommodations Go Off the Rails
Friday 4:30-5:30
Magnolia 2
Session Code: TWA-02
Transition and Workplace Accessibility: What’s New in 2024?
Thursday 4:30-5:30
Magnolia 2
Session Code: TWA-08
Presenters:
- Teresa Goddard, Lead Consultant, Assistive Technology Services
- Lisa Mathess, Principal Consultant, ADA Specialist
Presentations
Accommodating Educational Professionals: Meeting Workplace Needs with AT
Friday 1-2pm
Grand Ballroom 7B
Session Code: TWA-05
Back on Track with the Interactive Process: When Accommodations Go Off the Rails
Friday 4:30-5:30
Magnolia 2
Session Code: TWA-02
Transition and Workplace Accessibility: What’s New in 2024?
Thursday 4:30-5:30
Magnolia 2
Session Code: TWA-08
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Q&A with the Cog/Psych Team: Challenging Mental Health ScenariosMay 11, 2021
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Accessibility & Accommodations: How Employers & HR Professionals Can Prepare for Emerging Tech in the WorkplaceMay 20, 2021
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Accommodating Public Safety Workers with DisabilitiesJune 8, 2021
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ADA UpdateJuly 13, 2021
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AT Update: What’s new in 2021August 10, 2021
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Ask JAN! Expert Q&AOctober 14, 2021
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Return to Work After COVID-19 – Focus on Mental Health and Cognitive LimitationsNovember 18, 2021
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Accommodation Solutions for Autoimmune DisordersDecember 9, 2021
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Next-Level Accommodation and ADA ChallengesJanuary 13, 2022
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ADA and Accommodation Lessons Learned: Stay at Work/Return to Work EditionFebruary 10, 2022
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Ergonomics for TeleworkersMarch 1, 2022
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Accommodation Solutions for Executive Functioning DeficitsMarch 17, 2022
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Accommodation Solutions for Gastrointestinal DisordersApril 14, 2022
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Accommodation and ADA Considerations: Reproductive Disorders and PregnancyMay 12, 2022
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Personal Use or Reasonable Accommodation: What’s What?June 9, 2022
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ADA UpdateJuly 14, 2022
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AT Update 2022August 11, 2022
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Accommodation Solutions for Sleep DisordersSeptember 22, 2022
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Building a Disability-Inclusive OrganizationOctober 13, 2022
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Providing Reasonable Accommodations to Veterans with DisabilitiesNovember 10, 2022
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Ask JAN! Q&AJanuary 12, 2023
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Supports and Services: Accommodations with a HeartbeatFebruary 9, 2023
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What You Should Know About the Impact of Long COVID in the WorkplaceMarch 9, 2023
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Accommodation Solutions for Neurodivergent WorkersApril 13, 2023
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Accommodation Solutions for Fine Motor LimitationsMay 11, 2023
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What to Do When Performance and Conduct Factor Into the Accommodation EquationJune 8, 2023
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ADA Update 2023July 13, 2023
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Assistive Technology (AT) Update: What’s New in 2023August 10, 2023
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Accommodation Solutions: Substance Use DisorderSeptember 14, 2023
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The Way I See It: Accommodation Process Perspectives from Different Points of ViewOctober 12, 2023
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Accommodation Solutions: Respiratory Conditions, Allergies, & Fragrance SensitivityNovember 9, 2023
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Accommodation Solutions for Employees with Intellectual DisabilitiesDecember 12, 2023
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ADA and Beyond Compliance Considerations: Medical DocumentationJanuary 11, 2024
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Ask JAN! Q&A: Sensory Team EditionMarch 14, 2024
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Accommodating Employees with Diverse Cognitive and Neurological NeedsApril 11, 2024
Presenters:
- James Potts , Senior Consultant - Cognitive/Neurological Team
- Melanie Whetzel , Principal Consultant, Team Lead
Presentations
Transcripts
Presenters:
- Anne E. Hirsh , Director of Collaborations, Evaluation, and Reporting
- Bill Curtis-Davidson, Co-director of PEAT
- Martez Mott, Ph.D., Senior Researcher, Ability Group, Microsoft Research
- Tina Park, Ph.D., Methods for Inclusion Research Fellow at the Partnership on AI
Presentations
Transcripts
This session, produced in collaboration with JAN and the Partnership on Employment & Accessible Technology (PEAT), will introduce the potential impact of emerging tech on accommodations. Participants will learn how employers and HR professionals can help plan for an accessible workplace of the future, including the procurement of accessible technologies and potential accommodation needs of people with disabilities. PEAT, funded by the Office of Disability Employment Policy, U.S. Department of Labor, will interview technology leaders to find out how AI and XR will change the way we work and what these technologies could mean for the employment of people with disabilities.
This event takes place on Global Accessibility Awareness Day (GAAD).
Speaker Bios:
Bill Curtis-Davidson is a Co-Director and Sr. Consultant on Emerging Tech Accessibility at PEAT. In this role, he works to advance the accessibility of emerging workplace technologies, including XR and AI, to increase employment opportunities for people with disabilities. He partners with the disability community, tech companies, and the public to advance adoption of inclusive design and promising practices for tech accessibility. He serves on the External Advisory Board of the GA Tech Human-Computer Interaction Degree Program.
Martez Mott is a Senior Researcher in the Ability Group at Microsoft Research. His research is focused on designing, implementing, and evaluating intelligent interaction techniques that improve the accessibility of computing devices for people with diverse motor and sensory abilities. His current research focuses on identifying and overcoming accessibility barriers embedded in the design of virtual and augmented reality systems. Martez is passionate about improving diversity in the CS and HCI communities. He co-chaired the 2020 CHI Mentoring Workshop (CHIMe), is serving on the steering committee for CHIMe 2021, and co-founded the Black Researchers @ Microsoft Research group. Martez received his Ph.D. in Information Science from the Information School at the University of Washington. Prior to attending UW, he received his B.S. and M.S. in Computer Science from Bowling Green State University.
Tina M. Park is currently a Methods for Inclusion Research Fellow at the Partnership on AI, developing evidence-based methodologies for incorporating a more diverse range of stakeholders in the design and development of artificial intelligence. Prior to joining PAI, Tina has led efforts to cultivate supportive intellectual spaces for scholars of color at Brown University and nationwide. She has presented at top international conferences in her field such as the American Sociological Association, the Social Science History Association, the Population Association of America, and the Society for the Study of Social Problems, the Association of Collegiate Schools of Planning.
Presenters:
- Lisa Mathess , Principal Consultant, ADA Specialist
- Matthew McCord , Senior Consultant – Motor Team
- Tatum Storey, Consultant - Motor Team
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Transcripts
Presenters:
- Tracie DeFreitas , Program Leader, Director of Training and Outreach
- Jeanne Goldberg is a Senior Attorney Advisor in the Office of Legal Counsel at the U.S. Equal Employment Opportunity Commission.
Handouts
Presentations
Transcripts
Presenters:
- Teresa Goddard , Lead Consultant – Assistive Technology Services
- Matthew McCord , Senior Consultant – Motor Team
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Transcripts
Presenters:
- Tracie DeFreitas , Program Leader, Director of Training and Outreach
- Melanie Whetzel , Principal Consultant, Team Lead
- Teresa Goddard , Lead Consultant – Assistive Technology Services
- Lisa Mathess , Principal Consultant, ADA Specialist
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Transcripts
Presenters:
- James Potts , Senior Consultant - Cognitive/Neurological Team
- Melanie Whetzel , Principal Consultant, Team Lead
- Linda Carter Batiste , Director of Services and Publications
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Transcripts
Presenters:
- Tracie DeFreitas , Program Leader, Director of Training and Outreach
- Teresa Goddard , Lead Consultant – Assistive Technology Services
- Lisa Mathess , Principal Consultant, ADA Specialist
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Transcripts
Presenters:
- Tracie DeFreitas , Program Leader, Director of Training and Outreach
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Transcripts
Presenters:
- Tracie DeFreitas , Program Leader, Director of Training and Outreach
- Lisa Mathess , Principal Consultant, ADA Specialist
Presentations
Transcripts
Handouts
Presenters:
- Lisa Mathess , Principal Consultant, ADA Specialist
- Matthew McCord , Senior Consultant – Motor Team
Presentations
Transcripts
Presenters:
- Alexis Popa , Consultant - Cognitive/Neurological Team
- Melanie Whetzel , Principal Consultant, Team Lead
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Transcripts
Presenters:
- Matthew McCord , Senior Consultant – Motor Team
- Julie Davis , Consultant - Motor Team
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Presenters:
- Tracie DeFreitas , Program Leader, Director of Training and Outreach
Presentations
Transcripts
Presenters:
- Lisa Mathess , Principal Consultant, ADA Specialist
- Matthew McCord , Senior Consultant – Motor Team
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Transcripts
Handouts
Presenters:
- Tracie DeFreitas , Program Leader, Director of Training and Outreach
- Jeanne Goldberg - Senior Attorney Advisor, Office of Legal Counsel, Equal Employment Opportunity Commission (EEOC)
Handouts
Presentations
Transcripts
Presenters:
- Teresa Goddard , Lead Consultant – Assistive Technology Services
- Matthew McCord , Senior Consultant – Motor Team
- Christy McCune , Consultant - Sensory Team
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Handouts
Transcripts
Presenters:
- Alexis Popa , Consultant - Cognitive/Neurological Team
- Melanie Whetzel , Principal Consultant, Team Lead
Presentations
Transcripts
Presenters:
- Tracie DeFreitas , Program Leader, Director of Training and Outreach
- Ellice Switzer, EARN Workplace Disability Inclusion Associate
Presentations
Transcripts
Ellice Switzer, EARN Workplace Disability Inclusion Associate
Ellice is an Extension Associate with the K. Lisa Yang and Hock E. Tan Institute on Employment and Disability. She provides content development, training and technical assistance for EARN. As an Extension Associate, she provides national technical assistance and training on topics related to disability and employment, and U.S. disability policy. Her areas of focus include employer practices to support workforce disability inclusion, demand-side strategies to improve employer engagement among disability service providers and evidence-based practices to support post-school success for youth with disabilities.
Presenters:
- James Potts , Senior Consultant - Cognitive/Neurological Team
- Melanie Whetzel , Principal Consultant, Team Lead
Presentations
Transcripts
Presenters:
- Lisa Mathess , Principal Consultant, ADA Specialist
- Melanie Whetzel , Principal Consultant, Team Lead
- Teresa Goddard , Lead Consultant – Assistive Technology Services
- Tracie DeFreitas , Program Leader, Director of Training and Outreach
Presentations
Transcripts
Presenters:
- James Potts , Senior Consultant - Cognitive/Neurological Team
- Lisa Mathess , Principal Consultant, ADA Specialist
- Tracie DeFreitas , Program Leader, Director of Training and Outreach
Presentations
Transcripts
Presenters:
- Tracie DeFreitas , Program Leader, Director of Training and Outreach
- Terri Rhodes, Chief Executive Officer, Disability Management Employer Coalition (DMEC)
- Bryon Bass, Senior Vice President Workforce Absence and Disability Practice Leader, Sedgwick
- Susanne Bruyere, Co-Director and Co-Principal Director, Employer Assistance and Resource Network on Disability Inclusion (EARN)
Handouts
Presentations
Transcripts
Presenters:
- Melanie Whetzel , Principal Consultant, Team Lead
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Presenters:
- Julie Davis, Consultant - Motor Team
- Matthew McCord, Senior Consultant - Motor Team
Presentations
Transcripts
Presenters:
- Lisa Mathess, Principal Consultant, ADA Specialist
- Melanie Whetzel, Principal Consultant, Team Lead
- Tracie DeFreitas, Program Leader, Director of Training, Services, and Outreach
Presentations
Transcripts
Presenters:
- Tracie DeFreitas, Program Leader, Director of Training, Services, and Outreach
- Jeanne Goldberg, Equal Employment Opportunity Commission (EEOC)
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Transcripts
Presenters:
- Matthew McCord, Senior Consultant – Motor Team
- Teresa Goddard, Lead Consultant – Assistive Technology Services
- Jose Gonzalez Lopez, Consultant — Sensory/Motor Teams
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Transcripts
Presenters:
- James Potts, Senior Consultant - Cognitive/Neurological Team
- Melanie Whetzel, Principal Consultant, Team Lead
- Linda Batiste, Director of Publications and Services
Presentations
Transcripts
Presenters:
- Lisa Mathess, Principal Consultant, ADA Specialist
- Lore Lee, Consultant
- Matthew McCord, Senior Consultant – Motor Team
- Tracie DeFreitas, Program Leader, Director of Training, Services, and Outreach
Presentations
Transcripts
Handouts
Presenters:
- Teresa Goddard, Lead Consultant – Assistive Technology Services
- Jose Gonzalez Lopez, Consultant - Sensory/Motor Teams
Presentations
Transcripts
Presenters:
- Melanie Whetzel, Principal Consultant, Team Lead Cognitive/Neurological Team
Presentations
Transcripts
Presenters:
- Lisa Mathess, Principal Consultant, ADA Specialist
- Tracie DeFreitas, Program Leader, Director of Training and Outreach
Presentations
Transcripts
Handouts
Presenters:
- Jose Gonzalez Lopez, Consultant – Sensory/Motor Teams
- Teresa Goddard, Lead Consultant – Assistive Technology Services
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Transcripts
Presenters:
- Melanie Whetzel, Principal Consultant, Team Lead
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Transcripts
Other Information Regarding Pregnancy
External Links
- Being Pregnant at Work
- Breastfeeding State Laws
- EEOC's Caregiving Responsibilities, Employer Best Practices for Workers with
- EEOC's FMLA, ADA, and Title VII
- EEOC's Pregnancy Discrimination and Pregnancy-Related Disability Discrimination
- EEOC's Pregnancy Discrimination And Related Issues
- EEOC's Pregnancy Discrimination, Small Businesses
- EEOC's Pregnancy: Helping Patients Deal with Pregnancy-Related Limitations and Restrictions at Work
- EEOC's Pregnancy: Legal Rights for Pregnant Workers under Federal Law
- EEOC's Pregnancy: What You Should Know About the Pregnant Workers Fairness Act
- EEOC's Reasonable Accommodation and Undue Hardship Guidance Under the ADA
- Employment Protections for Workers who are Pregnant or Nursing
- Fact Sheet: Accommodating Pregnancy on the Job: Lessons from the Americans with Disabilities Act
- Fact Sheet: The Business Case for Accommodating Pregnant Workers
- Fact Sheet: The Pregnant Workers Fairness Act
- Know Your Rights: Pregnant, Post-Partum & Breastfeeding Workers
- PART 1630—Regulations to Implement the Equal Employment Provisions of the Americans with Disabilities Act
- Pregnancy, Parenting & the Workplace
- Pregnant UC Irvine law student on bed rest used robot to attend lectures remotely
- Pregnant@Work
- Sex Discrimination in Employment Page
- Supporting Nursing Moms at Work: Employer Solutions
- What You Need to Know About the “Break Time for Nursing Mothers” Law
- What You Need To Know About the Federal Law & Pregnant, Post-Partum & Breastfeeding Workers
- Working During Pregnancy: Do’s and Don’ts
Organizations
- Job Accommodation Network
- Office of Disability Employment Policy
- American Civil Liberties Union
- American Pregnancy Association
- Centers for Disease Control and Prevention
- Eunice Kennedy Shriver National Institute of Child Health and Human Development
- March of Dimes Foundation
- Mayo Clinic
- MedlinePlus
- National Center for Biotechnology Information
- National Conference of State Legislators - Breastfeeding State Laws
- National Women’s Law Center
- Office on Women's Health
- Pregnant@Work
- Remedy's Health Communites
- U.S. Dept. of Labor - Employment Protections For Workers Who Are Pregnant or Nursing
- United States Breastfeeding Committee