Pennsylvania SB 276: An Act amending Title 51 (Military Affairs) of the Pennsylvania Consolidated Statutes, in veterans' pensions and benefits, further providing for blind veteran's pension and for amputee and paralyzed veteran's pension.

Bill Text

PRINTER'S NO. 229
THE GENERAL ASSEMBLY OF PENNSYLVANIA
SENATE BILL
No. 276
Session of
2025
INTRODUCED BY CAPPELLETTI, HUGHES, SAVAL, KEARNEY, COLLETT,
SCHWANK, HAYWOOD, COMITTA, TARTAGLIONE, COSTA AND KANE,
FEBRUARY 20, 2025
REFERRED TO LABOR AND INDUSTRY, FEBRUARY 20, 2025
AN ACT
Promoting family health and economic security by eliminating
discrimination and ensuring reasonable workplace
accommodations for workers whose ability to perform the
functions of a job are limited by pregnancy, childbirth or a
related medical condition; and imposing duties on the
Pennsylvania Human Relations Commission.
The General Assembly of the Commonwealth of Pennsylvania
hereby enacts as follows:
Section 1. Short title.
This act shall be known and may be cited as the Pregnant
Workers Fairness Act.
Section 2. Definitions.
The following words and phrases when used in this act shall
have the meanings given to them in this section unless the
context clearly indicates otherwise:
"Commission." The Pennsylvania Human Relations Commission.
"Covered entity." The Commonwealth, a political subdivision
or board, department or commission of the Commonwealth, a school
district and a person employing one or more persons within this
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19

Commonwealth.
"Person." One or more individuals, partnerships,
associations, organizations, corporations, legal
representatives, trustees in bankruptcy or receivers. The term
includes any owner, lessor, assignor, builder, manager, broker,
salesman, agent, employee, independent contractor and lending
institution and the Commonwealth and all political subdivisions,
authorities, boards and commissions thereof.
"Reasonable accommodation." A modification to the work
environment to enable an employee to continue working despite
limitations due to pregnancy, childbirth or related medical
conditions that do not present an undue hardship on the
employer. A reasonable accommodation may include:
(1) Providing a chair, assistance with heavy lifting,
access to drinking water or uncompensated break time.
(2) Temporary job restructuring, part-time or modified
work schedules, reassignment to a vacant position,
acquisition or modification of equipment or devices,
appropriate adjustment or modifications of examinations and
other similar accommodations.
Section 3. Reasonable accommodations related to pregnancy,
childbirth or related medical conditions.
(a) Unlawful practice.--It shall be an unlawful employment
practice for a covered entity to:
(1) Refuse an employee's or prospective employee's
request for reasonable accommodations for limitations related
to pregnancy, childbirth or related medical conditions,
unless the covered entity can demonstrate that the
accommodation would impose an undue hardship on the covered
entity's operations.
20250SB0276PN0229 - 2 -
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30

(2) Deny employment opportunities to an employee or
prospective employee if the denial is based on the employee's
or prospective employee's need for an accommodation related
to pregnancy, childbirth or related medical conditions.
(3) Require an employee or prospective employee to
accept an accommodation that changes the terms, privileges or
conditions of the employee or prospective employee's
employment, including reductions in pay or hours or changes
in shifts or location, unless requested or agreed to by the
employee or prospective employee.
(4) Require an employee to take leave under any policy
of the covered entity or law if other reasonable
accommodations can be provided to address the employee's
limitations related to pregnancy, childbirth or related
medical conditions that would enable the employee to continue
working.
(b) Undue hardship.--The covered entity shall have the
burden of proving undue hardship under subsection (a)(1). The
factors to be considered in determining whether a requested
accommodation presents an undue hardship to the covered entity
include:
(1) The overall size and nature of the covered entity,
its structure, the composition of its workforce and the
number and type of facilities.
(2) The extent, nature and cost of the requested
reasonable accommodation.
(c) Nondiscrimination.--A person may not discriminate or
retaliate against an individual because the individual has
opposed any act or practice made unlawful by this act or because
the individual made a charge, testified, assisted or
20250SB0276PN0229 - 3 -
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30

participated in any manner in an investigation, proceeding or
hearing under this act.
Section 4. Remedies and enforcement.
A person claiming discrimination in violation of section 3
may take either of the following actions:
(1) If otherwise permitted by the laws or rules of this
Commonwealth, bring an action for preliminary injunctive
relief in an appropriate court. Any order or relief shall be
granted in accordance with Pa.R.C.P. No