Updates and expands the current law to include menopause and menopause related conditions in the law on fair employment practices pertaining to pregnancy and pregnancy related conditions.
Impact
If passed, H6161 would significantly update state law, expanding the protections previously existing only for pregnancy and childbirth to now explicitly include menopause and related medical conditions. This change is intended to create a more inclusive workplace, helping to eliminate the stigma surrounding menopause while ensuring that affected employees are provided the necessary support in their work environments. The legislation emphasizes that failure to accommodate these needs could be perceived as unlawful employment practices, which may lead to increased legal consequences for employers who do not comply.
Summary
House Bill 6161 is an amendment to the existing Fair Employment Practices law in Rhode Island and focuses on establishing strict guidelines for the accommodation of employees facing pregnancy-related and menopause-related conditions. The aim is to protect employees from discrimination in the workplace, ensuring they receive reasonable accommodations for their conditions, such as time off for childbirth or time to manage menopause symptoms. Specifically, the bill prohibits employers from refusing to accommodate such needs unless they can demonstrate that doing so would impose an undue hardship on their businesses.
Contention
While the bill is largely viewed as a progressive step towards improving workplace rights for employees affected by pregnancy and menopause, it is expected to face some opposition from business advocates concerned about potential increased operational costs. Critics might argue that the definitions of 'reasonable accommodations' and 'undue hardship' could bring ambiguity, leading to disputes between employees and employers regarding compliance. The bill also reiterates that no additional obligations should be placed on employers beyond those already established for similar situations with other classes of employees requiring accommodations, such as those with disabilities.
Prohibits discrimination on the basis of race by expanding the definition of race to include traits historically associated with race, including, but not limited to, hair texture and protected hairstyles.
Prohibits discrimination on the basis of race by expanding the definition of race to include traits historically associated with race, including, but not limited to, hair texture and protected hairstyles.
Updates and expands the current law to include menopause and menopause related conditions in the law on fair employment practices pertaining to pregnancy and pregnancy related conditions.
Pertaining to women’s health at midlife and public, medical and workplace awareness of the transitional stage of menopause and related chronic conditions
Enacts the menopause awareness improvement act; establishes a menopause education program; establishes course work or training in menopausal health; directs the commissioner of labor to conduct a study on the impact of menopause on the workforce.
Enacts the menopause awareness improvement act; establishes a menopause education program; establishes course work or training in menopausal health; directs the commissioner of labor to conduct a study on the impact of menopause on the workforce.