PRESENTATION

INTERPRET CHANGES IN EMPLOYMENT LAWS

 EMPLOYMENT LAW

• Employment law refers to the state and federal laws that

defend workers' rights, avoid discrimination, and encourage
healthy workplaces. The branch of law that oversees the
employer-employee interaction is known as employment law.
• As a result, if a company has more than one worker, it is likely
to apply employment legislation. This domain encompasses
both state and federal laws and covers a wide range of topics
with the unifying purpose of safeguarding labor' rights.
 AMERICANS WITH
DISABILITIES ACT (ADA)
• In 1990, the Americans with Disabilities Act (ADA) was signed
into law. The Americans with Disabilities Act (ADA) is a civil
rights law that outlaws discrimination alongside people with
disabilities in all fields of human activity, particularly work,
institutions, transport, and all formal and informal venues
accessible to the public.
  
THE IMPACT OF THE (ADA)
ON EMPLOYMENT
• The ADA has the prospect to influence a substantial
percentage of publics' lives. According to one guesstimate,
there are roughly 33 million people with sensory, engine, or
cognitive disabilities severe sufficient to inhibit with job or
otherwise contain a severe medical problem, while another
guess based on classification or category of disorder implies
there are roughly 43 million disabled people (Elkind, 1990).
 THE IMPACT OF THE (ADA)
ON EMPLOYMENT
• The ADA expressly prohibitions a firm from employing testing
methods and entry requirements that are unrelated to the
work demands and/or are intended to exclude an applicant
due to his or her handicap.
• Furthermore, the employer is needed to describe the role's
skill requirements as well as demonstration objectives. If a
individual can achieve these requirements and prospects, he
or she should be treated similarly to other applicants,
irrespective of infirmity.
PREGNANT WOMEN FAIR ACT
(PWFA)
• The Pregnant Workers Fairness Act will aim to eradicate
pregnancy discrimination, encourage healthy births, and
defend pregnant women and their households' financial
security.

• Pregnancy is addressed under the Equality Act, which was

approved by the House in initial 2021. The legislation contains
provisions that define pregnancy discrimination as sexual
discrimination, as well as regulations that report prejudice
against breastfeeding mothers.
 IMPACT OF (PWFA) ON THE
JOB
• The Pregnant Workers Fairness Act would benefit companies
avoid kicking pregnant women out from the job place and
ensuring that companies make sensible adjustments for
pregnant women who would like to job.
 The Pregnant Workers
Fairness Act Would Help
• The Pregnant Workers Fairness Act would help to secure
family finances. At some time during their working life, more
than 85% of females will become moms. Ten Pregnant ladies
who carry on working earn money for the family while
advancing in their careers.
 HOW (ADA) AND (PWFA)
VARIES
• The suggestion substantially integrates the ADA's adjustment
standards, which allow for job adjustments until they cause a
worker "inordinate difficulty." Its goal is to "advance women's
health and financial safety and ensure appropriate working
experiences for employees whose capacity to execute work
roles is reduced by pregnancy, delivery, or an associated
medical issue.“
• The PWFA, on the other hand, varies from the ADA in key
areas. Whereas the ADA mandates that a worker be capable of
executing her job's necessary functions
 HOW (ADA) AND (PWFA)
VARIES
• The PWFA also raises the importance of mandated leave
explicitly, stating that companies cannot force an eligible staff
to take vacation if another option is available.
• Furthermore, a pregnant laborer's handicap under the PWFA
does not have to fulfill the ADA's criteria of "disabled" in order
for her to be protected.  Although there is a considerable body
of law establishing the ADA's disabilities threshold, it is
difficult to anticipate how well this new protocol will be
implemented.
 IMPORTANCE OF KNOWING
LAWS AS AN HR MANAGER

• Knowing discrimination law and having procedures in place to

eliminate discrimination can help HR managers defend their
companies from discrimination litigation.

• Employers are prohibited from discriminating against

employees on the basis of ethnicity, country citizenship,
gender and faith.
HR MANAGER AND ITS TEAM
RESPONSIBILITES
• HR managers are responsible for keeping a job understanding
of employment legislation and explaining the significance of
these regulations to both employers and employees.

• “Employment laws provide assembly to the work, clarify what

staffs and managers are liable for, and, in some circumstances,
detail federal standards to provide both gatherings with the
guidance they need to resolve conflicts in the office.”
HR MANAGER AND ITS TEAM
RESPONSIBILITES
• In the United States, there are a number of regulations that
compel companies to create a safe environment. OSHA is in
charge of enforcing these laws, while HR is responsible for
ensuring that they are obeyed.
• Therefore, in certain jobs, safety cannot be assured. There are
dangers, for example, when person operate with toxic
chemicals, heavy equipment, or transport vehicles. Employees
have the legal freedom to refuse to work in hazardous
situations without jeopardizing their employment.
 REFRENCES
• Anderson, J. (2021, June 17). Pregnancy and Labor: An Overview of
Federal Laws Protecting Pregnant Workers. Retrieved from
https://sgp.fas.org/crs/misc/R46821.pdf
• Elkind, J. (1990, August 1). The Incidence of Disabilities in the United
States. Retrieved from
https://journals.sagepub.com/doi/abs/10.1177/001872089003200403
• Families, N. P. (2016, october). Women Continue to Face Pregnancy
Discrimination in workplace. Retrieved from
https://www.nationalpartnership.org/our-work/resources/economic-
justice/pregnancy-discrimination/by-the-numbers-women-continue-
to-face-pregnancy-discrimination-in-the-workplace.pdf
• Jane, W. (n.d.). The Social and Policy Context of the Act. Retrieved from
https://www.jstor.org/stable/3350156
• Scotcht, R. K. (2010). Models of Disability and the Americans with
Disabilities Act. Retrieved from
https://heinonline.org/HOL/LandingPage?
handle=hein.journals/berkjemp21&div=12&id=&page=