REFERENCEH-1324.2HOUSE TITLE:BILL 1796State of Washington65th Legislature2017 Regular SessionBy Representatives Farrell, Kilduff, Doglio, Robinson, Stanford, Hudgins, McBride, Macri, Ormsby, Frame, Slatter, Jinkins, and PolletRead first time 01/30/17.

Referred to Committee on Labor & Workplace Standards.AN ACT Relating to providing reasonable accommodations in the workplace for pregnant employees;women;

reasonableamending accommodationRCW State49.60.230; of Arizona House of Representatives Fifty-seventh Legislature Second Regular Session HB 2821 Introduced by Representatives Cavero:

Abeytia,and Aguilar,adding Austin,a Blattman,new Connolly,section Contrerasto P,chapter Crews,49.60 DeRCW.BE LosIT Santos,ENACTED Garcia,BY Gutierrez,THE HernandezLEGISLATURE A,OF Liguori,THE Luna-Nájera,STATE Márquez,OF Peshlakai,WASHINGTON:NEW Simacek,SECTION.  Sec. 1.  A Stahlnew Hamilton,section Travers,is Villegasadded ANto ACTchapter AMENDING49.60 TITLERCW 23,to CHAPTERread 2,as ARTICLEfollows:(1) 1,The ARIZONAdefinitions REVISEDin STATUTES,this BYsubsection ADDINGapply SECTIONthroughout 23-207;this section unless the context clearly requires otherwise.(a) "Pregnancy" includes the employee's pregnancy and pregnancy-related health conditions, including the need to express breast milk.(b) "Reasonable accommodation" means measures that enable the proper performance of the particular job held or desired and enable the enjoyment of equal benefits, privileges, or terms and conditions of employment.

RELATING"Reasonable TOaccommodation" EMPLOYMENTincludes, PRACTICES.but is not limited to:(i) Providing more frequent, longer, or flexible restroom breaks;(ii) Modifying a no food or drink policy;(iii) Acquiring or modifying equipment or an employee's work station;(iv) Providing seating or allowing the employee to sit more frequently if her job requires her to stand;(v) Providing for a temporary transfer to a less strenuous or less hazardous position;(vi) Providing assistance with manual labor;

(TEXTand(vii) OFModifying BILLwork BEGINSschedules.(2) ONIt NEXTis PAGE)an -unfair ipractice -for HBany 2821employer Beto:(a) itFail enactedor byrefuse to make reasonable accommodation for an employee for pregnancy, unless the Legislatureemployer ofcan demonstrate that doing so would impose an undue hardship on the Stateemployer's program, enterprise, or business;(b) Take adverse action against an employee who requests or uses an accommodation under this section that affects the terms, conditions, or privileges of Arizona:employment;(c) Deny employment opportunities to an otherwise qualified employee if such denial is based on the employer's need to make reasonable accommodation required by this section;(d) Require an employee to take leave if another reasonable accommodation can be provided for the employee's pregnancy;

Sectionor(e) 1.Require an employee requesting reasonable accommodation for pregnancy to accept an accommodation that the employee chooses not to accept.(3) An employer may request that the employee provide written certification from her treating health care professional regarding the need for reasonable accommodation.(4)(a) This section does not require an employer to create additional employment that the employer would not otherwise have created, unless the employer does so or would do so for other classes of employees who need accommodation.(b) This section does not require an employer to discharge any employee, transfer any employee with more seniority, or promote any employee who is not qualified to perform the job, unless the employer does so or would do so to accommodate other classes of employees who need accommodation.(5) The attorney general shall investigate complaints and enforce this section.

TitleIn 23,addition chapterto 2,the articlecomplaint 1,process Arizonawith Revisedthe Statutes,attorney isgeneral, amendedany person believed to be injured by addinga violation of this section 23-207,has a civil cause of action in court to read:enjoin further violations, or to recover the actual damages sustained by the person, or both, together with the cost of suit and reasonable attorneys' fees or any other appropriate remedy authorized by state or federal law.(6) This section does not preempt, limit, diminish, or otherwise affect any other provision of law relating to sex discrimination or pregnancy, or in any way diminish or limit legal protections or coverage for pregnancy.Sec. 2.  RCW 49.60.230 and 2008 c 266 s 7 are each amended to read as follows:(1) Who may file a complaint:(a) Except as provided in subsection (3) of this section, any person claiming to be aggrieved by an alleged unfair practice may, personally or by his or her attorney, make, sign, and file with the commission a complaint in writing under oath or by declaration.

23-207.The complaint shall state the name of the person alleged to have committed the unfair practice and the particulars thereof, and contain such other information as may be required by the commission.(b) Whenever it has reason to believe that any person has been engaged or is engaging in an unfair practice, the commission may issue a complaint.(c) Any employer or principal whose employees, or agents, or any of them, refuse or threaten to refuse to comply with the provisions of this chapter may file with the commission a written complaint under oath or by declaration asking for assistance by conciliation or other remedial action.(2) Any complaint filed pursuant to this section must be so filed within six months after the alleged act of discrimination except that complaints alleging an unfair practice in a real estate transaction pursuant to RCW 49.60.222 through 49.60.225 must be so filed within one year after the alleged unfair practice in a real estate transaction has occurred or terminated and a complaint alleging whistleblower retaliation must be filed within two years.(3) Complaints alleging an unfair practice under section 1 of this act must be filed with the attorney general.--- END ---

Employers;

pregnant employees;

reasonable accommodation;

notice A.

AN EMPLOYER THAT EMPLOYS FIFTEEN OR MORE EMPLOYEES SHALL PROVIDE A REASONABLE ACCOMMODATION FOR PREGNANT EMPLOYEES UNLESS THAT ACCOMMODATION WOULD IMPOSE AN UNDUE HARDSHIP ON THE BUSINESS.

THE REASONABLE ACCOMMODATION MAY INCLUDE ANY OF THE FOLLOWING:

1.

ACQUISITION OR MODIFICATION OF EQUIPMENT OR DEVICES.

2.

MORE FREQUENT BREAK PERIODS OR ADDITIONAL RESTROOM, FOOD OR WATER BREAKS.

3.

ASSISTANCE WITH MANUAL LABOR.

4.

A PRIVATE AREA FOR BREASTFEEDING AFTER CHILDBIRTH.

5.

MODIFICATION OF WORK SCHEDULES OR JOB ASSIGNMENTS.

6.

SCHEDULING FLEXIBILITY TO ACCOMMODATE PRENATAL HEALTH CARE VISITS.

B.

AN EMPLOYER MAY NOT REQUIRE THE EMPLOYEE TO USE ANNUAL, VACATION OR SICK LEAVE IF A REASONABLE ACCOMMODATION CAN BE MADE.

C.

AN EMPLOYER SHALL CONSPICUOUSLY POST NOTICE OF THE EMPLOYER'S REQUIREMENT TO PROVIDE A REASONABLE ACCOMMODATION TO A PREGNANT EMPLOYEE AND INCLUDE A COPY OF THAT INFORMATION IN THE EMPLOYEE HANDBOOK.

D.

AN EMPLOYER SHALL PROVIDE WRITTEN NOTICE OF THE REQUIREMENT TO:

1.

NEWLY HIRED EMPLOYEES AT THE TIME OF HIRE.

2.

CURRENT EMPLOYEES WITHIN ONE HUNDRED EIGHTY DAYS AFTER THE EFFECTIVE DATE OF THIS SECTION.

3.

PREGNANT EMPLOYEES WITHIN TEN DAYS AFTER THE EMPLOYEE INFORMS THE EMPLOYEE'S EMPLOYER OF THE PREGNANCY.

Sec.