As an update to our previous blog post on the impacts of the Pregnant Workers Fairness Act (PWFA), the PWFA is officially in effect as of today June 27, 2023.

As a reminder, the PWFA requires employers who employ 15 or more employees during 20 or more work weeks to provide a reasonable accommodation to workers for known limitations related to pregnancy, childbirth or related medical conditions.

As of today, if an employer violates the PWFA, employees will be able to file EEOC charges based on the failure to accommodate.

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The Pregnant Workers Fairness Act (PWFA) was signed into law at the end of 2022 and will become effective this summer, on June 27, 2023. The PWFA will require employers who employ 15 or more employees during 20 or more work weeks to provide a reasonable accommodation to workers for known limitations related to pregnancy, childbirth, or related medical conditions.

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This summer I had the opportunity to complete a 12-week internship at Gutwein Law. With the COVID-19 pandemic forcing many offices into a remote-working environment, I was extremely thankful that my internship was in-person. Before my summer internship officially started, I was able to visit the Indianapolis office in the Spring to meet some of my future coworkers. This was a great opportunity that made me feel welcome and calmed my nerves a bit before I started my first day of work.
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It's no secret youth employment reaches its biggest heights in the summer. No school and minimal extracurricular activities means many teenagers are often looking for ways to make extra cash. But there's a change coming soon that may impact employers.

Effective July 1, the Indiana Department of Labor’s Bureau of Youth Employment has issued a new requirement regarding minor employees (over the age of 14 but under the age of 18) that affects certain employers.

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