Under the federal Fair Labor Standards Act (FLSA), covered employers with at least 50 employees are required to provide non-exempt, breastfeeding mothers with:
Federal law requires most employers to provide reasonable accommodations for workers with disabilities and religious needs. A reasonable accommodation is generally a change in the way the work is performed. It could include schedule changes, technology changes or even allowing the person to work remotely. The accommodation is considered reasonable if it would not create "undue hardship," meaning significant cost or disruption, for the employer.
Walmart announced recently that it plans to eliminate the position of store greeter at all U.S. stores, effective in late April. The news came as a shock to many Walmart greeters, especially those with disabilities. In the past, Walmart had been praised for providing viable jobs for people with a variety of disabilities, offering them the chance to represent the company when customers enter the store.
The New York Times has published a prominent report on pregnancy discrimination in America's workforce. Reporters interviewed dozens of women who claim to have suffered pregnancy discrimination, along with their lawyers and a number of government officials. They also reviewed thousands of pages of public records and court documents. They identified a clear pattern of systemic discrimination at many of our nation's biggest and most prestigious companies.
Under the federal Americans with Disabilities Act, employers here in Maryland and throughout the country are banned from discriminating against people with disabilities. Discriminatory actions include not only things like the outright refusal to hire a person based on a disability, and refusing a promotion to someone on the basis of a disability, but also failing to make reasonable accommodations to facilitate a disabled person's employment.