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- Committee discharged and committed to rules
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Requires the provisions of reasonable accommodations for pregnant women
In Assembly Committee · Governmental Operations · Sponsor Aileen Gunther
Full text
The text isn't available here yet. Check nysenate.gov.
Sponsor's memo
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.
Summaries, headlines and scores are AI-generated from the official bill text. How we score bills. Source: NYS Open Legislation.