{"id":27791,"date":"2024-05-13T20:41:10","date_gmt":"2024-05-14T00:41:10","guid":{"rendered":"https:\/\/www.people20.com\/blog\/mise-a-jour-legislative-la-loi-sur-lequite-des-travailleuses-enceintes-exige-que-les-entreprises-offrent-des-accommodements-raisonnables-aux-travailleuses-enceintes\/"},"modified":"2025-10-02T15:31:03","modified_gmt":"2025-10-02T19:31:03","slug":"legislative-update-pregnant-workers-fairness-act-requires-businesses-to-provide-reasonable-accommodations-to-pregnant-workers-2","status":"publish","type":"post","link":"https:\/\/www.people20.com\/fr-ca\/blog\/legislative-update-pregnant-workers-fairness-act-requires-businesses-to-provide-reasonable-accommodations-to-pregnant-workers-2\/","title":{"rendered":"Mise \u00e0 jour l\u00e9gislative : La Loi sur l\u2019\u00e9quit\u00e9 des travailleuses enceintes exige que les entreprises offrent des accommodements raisonnables aux travailleuses enceintes"},"content":{"rendered":"\n<p>Chez People2.0, nous priorisons la tenue de nos partenaires inform\u00e9s et pr\u00e9par\u00e9s face aux changements l\u00e9gislatifs qui affectent leurs op\u00e9rations commerciales. Dans cette mise \u00e0 jour, nous nous concentrons sur la Loi sur l\u2019\u00e9quit\u00e9 des travailleuses enceintes (PWFA) afin d\u2019\u00e9clairer ses implications et exigences.   <\/p>\n\n<h3 class=\"wp-block-heading\">Comprendre la l\u00e9gislation  <\/h3>\n\n<p>La PWFA impose des accommodements raisonnables pour les conditions li\u00e9es \u00e0 la grossesse, avec des consid\u00e9rations pour les difficult\u00e9s excessives pour les employeurs et des compl\u00e9ments aux lois provinciales. Le r\u00e8glement final a \u00e9t\u00e9 publi\u00e9 le 15 avril 2024, entre en vigueur le 18 juin 2024 et est appliqu\u00e9 par la Commission pour l\u2019\u00e9galit\u00e9 des chances en mati\u00e8re d\u2019emploi (EEOC). La PWFA compl\u00e8te et ne remplace pas les lois f\u00e9d\u00e9rales, \u00e9tatiques ou locales qui prot\u00e8gent davantage les travailleurs touch\u00e9s par la grossesse, l\u2019accouchement ou des conditions m\u00e9dicales connexes.    <\/p>\n\n<p>Ces accommodements dans le cadre de la PWFA incluent, sans s\u2019y limiter, des pauses plus flexibles pour manger, boire et utiliser la salle de bain; modifier les politiques du milieu de travail pour permettre une bouteille d\u2019eau ou de la nourriture; et permettre des cong\u00e9s pour des rendez-vous m\u00e9dicaux. Le PWFA compl\u00e8te les protections f\u00e9d\u00e9rales d\u00e9j\u00e0 existantes pour les travailleurs touch\u00e9s par la grossesse. Cela inclut :    <\/p>\n\n<h3 class=\"wp-block-heading\">Les mesures proactives de la Pennsylvanie<\/h3>\n\n<p>En janvier 2021, la Pennsylvanie s\u2019est lanc\u00e9e dans une mission pour affronter ce d\u00e9fi de front en \u00e9tablissant un groupe de travail conjoint bipartite sur la mauvaise classification des employ\u00e9s. L\u2019enqu\u00eate du groupe de travail a mis au jour quelques chiffres surprenants :   <\/p>\n\n<ul class=\"wp-block-list\">\n<li>Titre VII de la Loi sur les droits civils : interdit la discrimination li\u00e9e \u00e0 la grossesse, exige un traitement \u00e9gal.  <\/li>\n\n\n\n<li>Loi sur les Am\u00e9ricains handicap\u00e9s : Couvre la discrimination fond\u00e9e sur le handicap et les accommodements pour certains handicaps li\u00e9s \u00e0 la grossesse.  <\/li>\n\n\n\n<li>Loi sur le cong\u00e9 familial et m\u00e9dical : Offre un cong\u00e9 non pay\u00e9 prot\u00e9g\u00e9 par l\u2019emploi pour des raisons de grossesse et m\u00e9dicales.  <\/li>\n\n\n\n<li>Loi sur la protection maternelle urgente pour les m\u00e8res allaitantes : Protections pour l\u2019extraction du lait maternel au travail.  <\/li>\n<\/ul>\n\n<p>La PWFA vise \u00e0 assurer une protection contre la discrimination et \u00e0 offrir des accommodements raisonnables aux travailleuses enceintes.  <\/p>\n\n<p><strong>Dispositions cl\u00e9s :<\/strong> <\/p>\n\n<ul class=\"wp-block-list\">\n<li>Impose des accommodements pour les conditions li\u00e9es \u00e0 la grossesse.  <\/li>\n\n\n\n<li>Couvre les secteurs priv\u00e9, public, les employeurs f\u00e9d\u00e9raux, les agences et les organisations syndicales comptant 15+ employ\u00e9s.  <\/li>\n\n\n\n<li>Interdit la discrimination fond\u00e9e sur les conditions li\u00e9es \u00e0 la grossesse.  <\/li>\n\n\n\n<li>Prot\u00e8ge contre le refus d\u2019accommodements ou les repr\u00e9sailles.  <\/li>\n<\/ul>\n\n<h3 class=\"wp-block-heading\">Ce que cela signifie pour vous  <\/h3>\n\n<p>Les entreprises doivent offrir des accommodements et \u00e9viter toute discrimination fond\u00e9e sur les conditions li\u00e9es \u00e0 la grossesse. Les travailleurs doivent informer leur employeur de toute limitation physique ou mentale li\u00e9e \u00e0 la grossesse n\u00e9cessitant des modifications de postes. Les employeurs doivent alors engager un dialogue interactif avec le travailleur pour d\u00e9terminer un am\u00e9nagement raisonnable, sauf si cela causerait une contrainte excessive. Les employeurs doivent fournir rapidement l\u2019accommodement demand\u00e9 ou une solution efficace, sauf probl\u00e8me ou co\u00fbt important pour l\u2019entreprise.     <\/p>\n\n<p>Cr\u00e9er un milieu de travail favorable pour les employ\u00e9es enceintes peut am\u00e9liorer la productivit\u00e9 globale et le moral. Ce faisant, les entreprises peuvent aussi cr\u00e9er une culture de travail plus inclusive, diversifi\u00e9e et bienveillante, ce qui pourrait mener \u00e0 des avantages comp\u00e9titifs pour attirer et retenir les meilleurs talents.   <\/p>\n\n<h3 class=\"wp-block-heading\">Prochaines \u00e9tapes et plan d\u2019action  <\/h3>\n\n<p><strong>Actions imm\u00e9diates :<\/strong> Examinez les politiques actuelles, formez les superviseurs et \u00e9tablissez les processus de demande d\u2019accommodement.  <\/p>\n\n<p><strong>Strat\u00e9gies \u00e0 long terme :<\/strong> Planifiez la conformit\u00e9 continue, la communication avec les employ\u00e9s et les ajustements des politiques.  <\/p>\n\n<p><strong>Assistance personnalis\u00e9e :<\/strong> Contactez People2.0 pour un soutien personnalis\u00e9 et des solutions adapt\u00e9es aux besoins de votre entreprise.  <\/p>\n\n<h3 class=\"wp-block-heading\">Naviguer ensemble dans la conformit\u00e9  <\/h3>\n\n<p>Notre engagement chez People2.0 va au-del\u00e0 de la prestation de services; Nous visons \u00e0 \u00eatre votre partenaire pour naviguer dans les complexit\u00e9s l\u00e9gislatives. En restant inform\u00e9s sur la PWFA et en collaborant efficacement, nous pouvons assurer la conformit\u00e9 et favoriser un environnement d\u2019affaires dynamique. Fa\u00e7onnons ensemble l\u2019avenir du travail de fa\u00e7on responsable.    <\/p>\n","protected":false},"excerpt":{"rendered":"<p>Informez-vous sur la Loi sur l\u2019\u00e9quit\u00e9 des travailleuses enceintes, qui oblige les employeurs \u00e0 offrir des accommodements raisonnables pour la grossesse et l\u2019accouchement.<\/p>\n","protected":false},"author":3,"featured_media":27453,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[1163,1199,1227,1271,1889,1239,1203,1207,1211,1215],"tags":[1691,1627,1639,1631,1371],"class_list":["post-27791","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog-fr-ca","category-classification-compliance-fr-ca","category-compliance-fr-ca","category-compliance-contracting-consulting-fr-ca","category-legislative-updates","category-mass-talent-fr-ca","category-practice-areas-fr-ca","category-search-recruiting-fr-ca","category-staffing-fr-ca","category-workforce-management-fr-ca","tag-b2c-fr-ca","tag-contingent-workforce-compliance-fr-ca","tag-legislative-updates-fr-ca","tag-mitigating-compliance-risks-fr-ca","tag-workforce-compliance-fr-ca"],"acf":[],"yoast_head":"<!-- This site is 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