Bill > HB536

This bill expands protections against employment discrimination by clarifying that temporary disabilities caused or contributed to by childbirth, menopause, or related medical conditions, such as lactation or managing menopausal symptoms, are to be treated the same as other temporary disabilities for all job-related purposes, including health or temporary disability insurance and sick leave plans. Employers must explore reasonable accommodations for these conditions, which can include changes to job duties, work hours, work area, or providing leave, and if an employee requests a transfer to a less strenuous or hazardous position, the employer must provide it for the duration of the condition if certain conditions are met, considering the operational impact and cost of temporary coverage. Employers are also required to inform employees about their rights to reasonable accommodations and leave for these conditions and are prohibited from interfering with the exercise of these rights.