On This Page
About Pregnancy
During pregnancy and postpartum, some women experience no, or very few, limitations. But at certain points during their pregnancies or recovery, some women may be limited in their ability to perform certain tasks such as heavy lifting, climbing ladders, or running. Some women may develop complications as a result of pregnancy or childbirth, such as diabetes, back impairment, high blood pressure, urinary tract infections, severe dehydration, and depression. And for some women, pregnancy and childbirth may exacerbate existing impairments. As a result, women who are working during pregnancy may require job accommodations during and after their pregnancies.
Pregnancy affects women in different ways. Some women experience no, or very few, limitations affecting their ability to work. Others may experience limitations that lead to the need for accommodations. For example, fatigue, sickness, or pain may impact attendance; restrictions in lifting, standing, or bending may affect ability to meet the physical demands of a job; or the need to eat and drink frequently, or wear more comfortable clothing may affect adherence to certain policies. Limitations can sometimes result from pregnancy-related complications, like gestational diabetes, back pain, high blood pressure (known as preeclampsia), urinary tract infections, severe dehydration, and depression. Also, pregnancy and childbirth may exacerbate existing medical impairments.
Pregnancy and the Americans with Disabilities Act
Does federal law require employers to make accommodations for pregnant workers?
Yes. There are two federal laws that may require an employer to accommodate a pregnant worker: the Pregnancy Discrimination Act (PDA), and the Americans with Disabilities Act (ADA).
What does the Pregnancy Discrimination Act require?
The PDA is a federal statute that protects pregnant workers and requires covered employers to make job-related modifications for pregnant employees. The PDA forbids employment discrimination based on pregnancy, childbirth, or medical conditions related to pregnancy or childbirth. The law requires employers to treat a pregnant employee who is temporarily unable to perform, or is limited in performing, the functions of her job because of pregnancy, childbirth, or a related medical condition in the same manner as it treats other employees who are similar in their ability or inability to work.
Under the PDA, a covered employer is responsible for making job-related modifications (or accommodations) for pregnant workers when the employer does so for other employees who are similarly limited in their ability to perform job functions. A change in duties can include, for example, light duty, alternative assignments, additional breaks, or 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.
What does the Americans with Disabilities Act require?
The ADA requires employers to provide reasonable accommodations to employees with disabilities, so long as doing so does not impose an undue hardship on the employer. Although pregnancy alone is not a disability under the ADA, many pregnancy-related conditions are disabilities that an employer may have to accommodate under the ADA.
To have a disability under the ADA, an individual must have an impairment that substantially limits one or more major life activities. Changes in the interpretation of the definition of the term “disability” resulting from enactment of the ADA Amendments Act (ADAAA) make it easier for employees who have pregnancy-related impairments to demonstrate that they have disabilities for which they may be entitled to reasonable accommodation. For example, the following pregnancy-related conditions may be disabilities under the ADA: 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.
Accommodations can include a modified schedule, ability to have snacks or drinks at a workstation, a modified attendance policy, frequent breaks, sitting, light duty, or leave, among other solutions.
Is light duty required for pregnant workers?
Under federal law, an employer must treat women affected by pregnancy, childbirth, or related medical conditions the same as other employees who are similar in their ability or inability to work with respect to light duty. If light duty is provided to other employees who are similar in their ability or inability to work (e.g., those injured on the job), an employer may have to provide temporary light duty to an employee due to pregnancy. An employer that provides light duty to other employees cannot justify denying it to a pregnant worker just because it would be more expensive or less convenient to do so. Additionally, light duty may be an appropriate reasonable accommodation for individuals with pregnancy-related disabilities under the ADA.
Can an employer require a pregnant worker to take leave even if she can perform job functions with or without accommodation?
No. An employer may not force an employee to take leave because she is or has been pregnant, as long as she is able to perform her job duties. If an employee is limited in performing job duties and is entitled to an accommodation under the PDA or ADA (see above), reasonable accommodations may need to be provided to help her perform job duties. Requiring an employee to take leave against her wishes violates the PDA even if the employer believes it is acting in the employee's best interest. If an employee has been absent from work as a result of a pregnancy-related condition and then recovers, her employer may not require her to remain on leave until the baby's birth; nor may an employer prohibit an employee from returning to work for a certain length of time after childbirth.
- For more information, see the EEOC's Questions and Answers about the EEOC's Enforcement Guidance on Pregnancy Discrimination and Related Issues.
Accommodating Employees with Pregnancy
Women 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?
Articles
Blog Posts
Events Regarding Pregnancy
- Upcoming Events
- Past Recorded Module
- Past In-person Training
- Past Exhibit Booths
- Past Remote Monthly 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 |
-
Low-Key AT: Less-Obvious Options for Entry-Level WorkersMarch 16, 2022
-
Accessibility as a Key to InclusionJuly 25, 2022
-
Transition and Workplace Accessibility: What’s New in 2023?February 2, 2023
-
Together Again: AT for Travel and Inclusive EventsFebruary 3, 2023
-
2023 CSUNMarch 17, 2023
Presenters:
- Teresa Goddard , Lead Consultant – Assistive Technology Services
Presentations
Presenters:
- Teresa Goddard , Lead Consultant – Assistive Technology Services
Presentations
Presenters:
- Teresa Goddard , Lead Consultant – Assistive Technology Services
Presenters:
- Teresa Goddard , Lead Consultant – Assistive Technology Services
- Lisa Mathess , Principal Consultant, ADA Specialist
Presenters:
- Teresa Goddard , Lead Consultant – Assistive Technology Services
- Lisa Mathess , Principal Consultant, ADA Specialist
Presentations
-
Get to Work! – Leveraging Workplace Flexibility to Improve Employee PresenceJune 16, 2020
-
ADA UpdateJuly 14, 2020
-
Effective use of a Support Person/Job Coach in the WorkplaceAugust 11, 2020
-
Ergonomics for TeleworkersDecember 8, 2020
-
ADA and Accommodation Lessons Learned: COVID-19 EditionMarch 9, 2021
-
Service and Emotional Support Animals in the WorkplaceApril 13, 2021
-
Q&A with the Cog/Psych Team: Challenging Mental Health ScenariosMay 11, 2021
-
Accessibility & Accommodations: How Employers & HR Professionals Can Prepare for Emerging Tech in the WorkplaceMay 20, 2021
-
Accommodating Public Safety Workers with DisabilitiesJune 8, 2021
-
ADA UpdateJuly 13, 2021
-
AT Update: What’s new in 2021August 10, 2021
-
Ask JAN! Expert Q&AOctober 14, 2021
-
Return to Work After COVID-19 – Focus on Mental Health and Cognitive LimitationsNovember 18, 2021
-
Accommodation Solutions for Autoimmune DisordersDecember 9, 2021
-
Next-Level Accommodation and ADA ChallengesJanuary 13, 2022
-
ADA and Accommodation Lessons Learned: Stay at Work/Return to Work EditionFebruary 10, 2022
-
Ergonomics for TeleworkersMarch 1, 2022
-
Accommodation Solutions for Executive Functioning DeficitsMarch 17, 2022
-
Accommodation Solutions for Gastrointestinal DisordersApril 14, 2022
-
Accommodation and ADA Considerations: Reproductive Disorders and PregnancyMay 12, 2022
-
Personal Use or Reasonable Accommodation: What’s What?June 9, 2022
-
ADA UpdateJuly 14, 2022
-
AT Update 2022August 11, 2022
-
Accommodation Solutions for Sleep DisordersSeptember 22, 2022
-
Building a Disability-Inclusive OrganizationOctober 13, 2022
-
Providing Reasonable Accommodations to Veterans with DisabilitiesNovember 10, 2022
-
Ask JAN! Q&AJanuary 12, 2023
-
Supports and Services: Accommodations with a HeartbeatFebruary 9, 2023
-
What You Should Know About the Impact of Long COVID in the WorkplaceMarch 9, 2023
-
Accommodation Solutions for Neurodivergent WorkersApril 13, 2023
-
Accommodation Solutions for Fine Motor LimitationsMay 11, 2023
Presenters:
- Tracie DeFreitas , Program Leader, Director of Training, Services, and Outreach
Presentations
Transcripts
Presenters:
- Linda Carter Batiste , Director of Services and Publications
- Jeanne Goldberg is a Senior Attorney Advisor in the Office of Legal Counsel at the U.S. Equal Employment Opportunity Commission.
Presentations
Handouts
Transcripts
Presenters:
- Anne E. Hirsh , Director of Collaborations, Evaluation, and Reporting
- Janet D. Fiore, President, CEO C.,D.R. The Sierra Group Academy
Presentations
Transcripts
Presenters:
- Lisa Mathess , Principal Consultant, ADA Specialist
- Matthew McCord , Senior Consultant – Motor Team
Presentations
Transcripts
Presenters:
- Tracie DeFreitas , Program Leader, Director of Training, Services, and Outreach
- Teri Weber, SVP, Spring Consulting Group
Presentations
Transcripts
Teri Weber, ACI is a Partner with Spring Consulting Group. She has over 10 years of experience in health and welfare plan strategy, design, pricing, and implementation. She also works with absence management programs, including disability, family medical leave and leave of absence tracking. Her areas of expertise have allowed her to work with diverse employers and vendors to streamline processes and programs to meet the needs of insurers, administrators, employers and employees. Teri is on the Board for the New England Employee Benefits Council (NEEBC) and recently served as lead editor for the Disability Management Employer Coalition’s (DMEC) Return to Work Program Manual. Prior to joining Spring, Teri worked with Watson Wyatt, Buck Consultants and AON Consulting. In addition she was an Account Manager with Health Direct, Inc. Teri earned a BS at the University of Connecticut and a MBA at the University of Massachusetts. She holds an ACI designation and is a licensed broker in the states of MA and CT.
Presenters:
- Linda Carter Batiste , Director of Services and Publications
- Melanie Whetzel , Principal Consultant, Team Lead
Presentations
Transcripts
Handouts
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
Presentations
Transcripts
Presenters:
- Tracie DeFreitas , Program Leader, Director of Training, Services, 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
Presentations
Transcripts
Presenters:
- Tracie DeFreitas , Program Leader, Director of Training, Services, and Outreach
- Melanie Whetzel , Principal Consultant, Team Lead
- Teresa Goddard , Lead Consultant – Assistive Technology Services
- Lisa Mathess , Principal Consultant, ADA Specialist
Presentations
Transcripts
Presenters:
- James Potts , Senior Consultant - Cognitive/Neurological Team
- Melanie Whetzel , Principal Consultant, Team Lead
- Linda Carter Batiste , Director of Services and Publications
Presentations
Transcripts
Presenters:
- Tracie DeFreitas , Program Leader, Director of Training, Services, and Outreach
- Teresa Goddard , Lead Consultant – Assistive Technology Services
- Lisa Mathess , Principal Consultant, ADA Specialist
Presentations
Transcripts
Presenters:
- Tracie DeFreitas , Program Leader, Director of Training, Services, and Outreach
Presentations
Transcripts
Presenters:
- Tracie DeFreitas , Program Leader, Director of Training, Services, 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
Presentations
Transcripts
Presenters:
- Matthew McCord , Senior Consultant – Motor Team
- Julie Davis , Consultant - Motor Team
Presentations
Transcripts
Presenters:
- Tracie DeFreitas , Program Leader, Director of Training, Services, and Outreach
Presentations
Transcripts
Presenters:
- Lisa Mathess , Principal Consultant, ADA Specialist
- Matthew McCord , Senior Consultant – Motor Team
Presentations
Transcripts
Handouts
Presenters:
- Tracie DeFreitas , Program Leader, Director of Training, Services, 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
Presentations
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, Services, 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, Services, 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, Services, and Outreach
Presentations
Transcripts
Presenters:
- Tracie DeFreitas , Program Leader, Director of Training, Services, 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
Presentations
Transcripts
Presenters:
- Julie Davis, Consultant - Motor Team
- Matthew McCord, Senior Consultant - Motor Team
Presentations
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 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 under the Americans with Disabilities Act
- 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