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Reasonable accommodation laws have rapidly changed in recent years. In 2023, the U.S. enacted the Pregnant Workers Fairness and PUMP Acts, requiring reasonable accommodations associated with pregnancy and lactation. That same year, the Supreme Court tightened the “undue burden” standard employers must meet when denying religious accommodations. And employers face a patchwork of state laws regarding accommodating transgender employee requests associated with pronouns, bathrooms, and other issues. Attendees at this session will gain insight into how to comply with each of these accommodation issues and we’ll discuss common scenarios confronting HR professionals and the options for responding to accommodation requests.
Session Objectives
Help HR professionals understand the legal requirements for reasonable accommodations in the workplace
Discuss trends in the law related to accommodation issues related to LGBTQ employees
Learn through interactive and real-life scenarios of common accommodation situations
Teresa Shulda, co-chair of Foulston Siefkin’s Employment & Labor Practice Group, has been litigating workplace disputes and advising on employment law matters for more than 20 years. Much of Teresa’s practice includes advising clients on compliance-related issues and litigation-avoidance tactics. Working hand-in-hand with human resource departments, company owners, and in-house legal counsel, Teresa crafts strategies that meet the company’s goals and fulfill federal and state requirements. Teresa also regularly defends employers against discrimination claims, including those involving age, race, religion, national origin, gender, disability, and FMLA allegations.