DWT Insights’ Post

Beginning in January, pregnant employees in NY are eligible for 20 hrs of paid prenatal leave per week, but how will employers track it? Learn about the questions still surrounding this legislation in this week’s blog. https://lnkd.in/eGmkYpzi #NYLeaveLaws

New York Enacts Paid Prenatal Leave Law, Requires Paid Lactation Breaks. Pregnant employees in New York will soon have access to paid leave for prenatal care and paid lactation breaks, thanks to two new laws signed by Gov. Kathy Hochul. Under the prenatal leave law, employers will need to provide up to 20 hours of paid prenatal leave within a 52-week period. This leave can be used for various pregnancy-related health care needs, including physical exams, medical procedures, monitoring, testing, and discussions with health care providers. Importantly, this prenatal care leave is in addition to other existing leave options available to New York employees, such as paid sick and safe leave and paid family leave. You can read more about it here https://buff.ly/3JHYA9x

We hope that you gained valuable insights on how to automate maternity and postpartum experiences that meet mothers in their preferred channels and guide them to complete needed actions to improve health outcomes. If you couldn't make it to the event or if you'd like to revisit the content, you now have the option to watch it on-demand! 🎥 Watch now: https://hubs.la/Q02CR-Ct0 hashtag#carenavigation hashtag#caremanagement hashtag#HealthcareAutomation hashtag#HealthTech hashtag#DigitalHealth hashtag#PatientSupport hashtag#HealthAutomation hashtag#MaternityJourney hashtag#HealthOutcomes hashtag#CXA hashtag#CX

We hope that you gained valuable insights on how to automate maternity and postpartum experiences that meet mothers in their preferred channels and guide them to complete needed actions to improve health outcomes. If you couldn't make it to the event or if you'd like to revisit the content, you now have the option to watch it on-demand! 🎥 Watch now: https://hubs.la/Q02CR-Ct0 hashtag#carenavigation hashtag#caremanagement hashtag#HealthcareAutomation hashtag#HealthTech hashtag#DigitalHealth hashtag#PatientSupport hashtag#HealthAutomation hashtag#MaternityJourney hashtag#HealthOutcomes hashtag#CXA hashtag#CX

👶 Maternity care deserts are real, especially in rural areas. Lack of access to prenatal care can have serious consequences. Learn more about raising awareness for more accessible maternal health services for all. https://hubs.ly/Q02pJ7Df0 #MaternalHealth #PrenatalCare

We hope that you gained valuable insights on how to automate maternity and postpartum experiences that meet mothers in their preferred channels and guide them to complete needed actions to improve health outcomes. If you couldn't make it to the event or if you'd like to revisit the content, you now have the option to watch it on-demand! 🎥 Watch now: https://hubs.la/Q02CR-Ct0 hashtag#carenavigation hashtag#caremanagement hashtag#HealthcareAutomation hashtag#HealthTech hashtag#DigitalHealth hashtag#PatientSupport hashtag#HealthAutomation hashtag#MaternityJourney hashtag#HealthOutcomes hashtag#CXA hashtag#CX

Effective January 1, #NewYork becomes the first state in the U.S. to implement paid prenatal leave for employees to obtain pregnancy-related healthcare. Read our update for more information on the new requirements. https://lnkd.in/gTcSsvfP #HR #employmentlaw #paidleave #workingparents

We hope that you gained valuable insights on how to automate maternity and postpartum experiences that meet mothers in their preferred channels and guide them to complete needed actions to improve health outcomes. If you couldn't make it to the event or if you'd like to revisit the content, you now have the option to watch it on-demand! 🎥 Watch now: https://hubs.la/Q02CR-Ct0 hashtag#carenavigation hashtag#caremanagement hashtag#HealthcareAutomation hashtag#HealthTech hashtag#DigitalHealth hashtag#PatientSupport hashtag#HealthAutomation hashtag#MaternityJourney hashtag#HealthOutcomes hashtag#CXA hashtag#CX

Final Regulations on the Pregnant Workers Fairness Act! EEOC's recent final Regulations for the Pregnant Workers Fairness Act (PWFA) marks a significant advancement in workplace accommodations for pregnancy, childbirth, and related medical conditions. An interactive process is key to engaging employees in identifying reasonable accommodations, ensuring they can perform their job effectively while managing their wellness needs. 📝 Interactive Process Procedure Recommendations: Here's a step-by-step guide to help you navigate this interactive process efficiently: Initiation: Prompt acknowledgment of accommodation requests by employees. Information Gathering: Collect necessary medical information while respecting confidentiality. Exploration of Options: Discuss potential accommodations that address specific limitations without imposing undue hardship on business operations. Decision Making: Evaluate and decide on the most suitable accommodation. Implementation and Monitoring: Document agreements and periodically review their effectiveness. Special Considerations for Pregnancy-Related Conditions: In Vitro Fertilization (IVF) and other treatments often require flexible scheduling for medical appointments and recovery periods. Employers should be prepared to consider accommodating such needs without penalizing the employee for their absence. Abortion: Employees may require time off for medical appointments and procedures. It's crucial to handle such requests with sensitivity and privacy, ensuring support without stigmatization. What strategies and policies are you implementing in response to the final regulations? How do you handle accommodations for "conditions arising out of medical conditions"? I invite you to share your experiences and feedback. Comment below, or feel free to reach out for group dialogue. #HRCommunity #PregnantWorkersFairnessAct #WorkplaceAccommodation #HRManagement #EmployeeWellbeing

New Prenatal Leave Law for New York Employers Starting January 1, 2025, New York will require employers to offer paid prenatal leave, allowing up to 20 hours of paid time for pregnancy-related medical appointments. This first-of-its-kind law is separate from other sick leave and offers unique support for working parents. Key Takeaways: ·  Up to 20 hours of paid prenatal leave annually ·  Available in one-hour increments and is front-loaded to eligible employees ·  Paid at employees regular rate of pay ·  Applies to NY employers with four or more employees Is your team ready? Envision Benefits Group can help ensure your policies and systems are prepared for this transition. Colleen Bauer, SPHR Kristin Devereaux, SHRM-CP Stephanie DiGesare Mary-Jane (MJ) Morley #NewYorkPrenatalLeave #HRCompliance #EmployeeBenefits