In addition to funding the federal government, the 4,155-page omnibus bill makes a variety of other changes to federal laws. Two of these changes could affect personnel policies for some nonprofits:
- The Pregnant Workers Fairness Act, which the Senate added to the omnibus bill, requires employers, including nonprofits, with 15 or more employees to provide pregnant workers with reasonable accommodations like additional bathroom breaks or not having to carry heavy objects unless these accommodations would impose undue burdens on the employers. This law takes effect on June 27.
- The PUMP for Nursing Mothers Act, which was also added to the omnibus bill in the Senate, requires employers, including nonprofits, with 50 or more employees, to provide reasonable break time for employees who are nursing mothers to express milk. It also requires employers with 50 or more employees to provide a place other than a bathroom where employees who are nursing mothers can express milk “that is shielded from view and free from intrusion from coworkers and the public.” The PUMP for Nursing Mothers Act took effect last Thursday when the omnibus bill was signed into law.
If your nonprofit has 15 or more employees, you may need to revise your personnel policies to ensure that you are complying with these new laws. Smaller nonprofits can also include these accommodations for pregnant or nursing employees in their personnel policies even though they are not legally required to do so.