Specifically, it would be an illegal employment practice for employers, labor unions, and employment agencies to do the following:
Fail to make reasonable accommodations to known limitations related to the pregnancy, childbirth, or related medical conditions of job applicants or employees unless the accommodation would impose a hardship on the business’ operation;
Deny employment opportunities because the business would need to make such a reasonable accommodation;
Require job applicants or employees to accept an accommodation that they choose not to accept, if the accommodation is unnecessary to perform the job;
Require employees to take paid or unpaid leave if another reasonable accommodation can be provided to their known limitations;
Take adverse action against an employee through the terms, conditions, or privileges of employment against an employee requesting the reasonable accommodation.
Enforcement procedures and legal remedies would be established under the Civil Rights Act of 1964, the Congressional Accountability Act of 1995, the Government Employee Rights Act of 1991, and the rights and protections extended to presidential offices.
The Equal Employment Opportunity Commission (EEOC) would issue regulations to carry out this legislation. These regulations would include the identification of reasonable accommodations addressing known limitations related to pregnancy, childbirth, and related medical conditions.
State governments would not have immunity from claims filed under this act, as this bill includes a clause negating the sovereign immunity provided to states in the Eleventh Amendment.