['Discrimination']
['Pregnancy Discrimination']
06/13/2024
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Summary of differences between federal and state regulations
Employer defined
The term “employer” with respect to discriminatory practices based on race, color, age, sex, national origin or non-job related handicap or disability, includes religious, fraternal, charitable and sectarian corporations and associations employing four or more persons within Pennsylvania.
Unlawful employment practices
The unlawful employment practices and exemptions are similar to those under the federal Pregnancy Discrimination Act. For example, the state law requires employers to treat disabilities caused by pregnancy the same as any other similar disability, and to give the same job (or a similar, equal job) to employees returning from pregnancy leave.
A political subdivision may, by ordinance or resolution, authorize the establishment of membership in and support of a Local Human Relations Commission.
Posting
Every person subject to the act must post and exhibit prominently in his place of business any fair practices notice prepared and distributed by the Pennsylvania Human Relations Commission.
State
Contact
Pennsylvania Human Relations Commission
Regulations
Pennsylvania Human Relations Act of 1955, P.L. 744, No. 222, as amended June 25, 1997 by Act 34 of 1997, 43 P.S. §§ 951-963
Employment Policies Relating to Pregnancy, Childbirth and Childrearing
Federal
Contact
Equal Employment Opportunity Commission (EEOC)
Regulations
Pregnancy Discrimination Act, Public Law 95-555, 92 Stat. 2076 (1978)
29 CFR Parts 1604.10, Employment policies relating to pregnancy and childbirth.
Appendix A to Part 1604, Questions and Answers on the Pregnancy Discrimination Act, Public Law 95-555, 92 Stat. 2076 (1978)
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