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Dedicated CLE Manager
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Accreditation and CLE Rules for Minnesota
National Academy of Continuing Legal Education is an approved Sponsor (10551) of CLE, recognized by the Minnesota Board of Continuing Legal Education.
Minnesota attorneys are required to take 45 credit hours every 3 years including 3 credit hours of Ethics and Professionalism, with a minimum of 2 credits of Elimination of Bias.
Effective January 1, 2024, there is no limit to the number of on-demand CLE credits a Minnesota lawyer may report towards their three-year reporting period. Approved courses viewed after January 1, 2024, towards the 2024 reporting period (or later) are not subject to a credit cap.
Beginning July 1, 2024, MN attorneys are required to take 1 credit in Mental Health and Substance Use Disorder. Compliance Group 1 (CLE due by 6/30/2024) is not required to complete this new credit type requirement until their new compliance period begins. Category 2 lawyers due to report in 2025 will be the first group of lawyers subject to this requirement.
Minnesota attorneys can earn all 45 CLE credit hours with us including 3 credit hours of Ethics and 2 credit hours of Elimination of Bias using our Online, iOS/Android App, and Live Webinar courses.
All Minnesota licensed attorneys are assigned to one of three reporting groups for CLE purposes. Attorneys can find their assigned reporting group in the upper left-hand corner of their wallet licenses.
Category 1: July 1, 2018 to June 30, 2021 & July 1, 2021 to June 30, 2024
Category 2: July 1, 2019 to June 30, 2022 & July 1, 2022 to June 30, 2025
Category 3: July 1, 2020 to June 30, 2023 & July 1, 2023 to June 30, 2026
Minnesota Board of Continuing Legal Education
Lawyer Registration Office
180 East 5th Street, Suite 950
St. Paul, MN 55101
651-297-7100
Pregnancy in the Workplace: Understanding the New Laws on Accommodations for Pregnancy and Lactation
CLE Courses Available Online & iOS/Android App and with Live Webinars!
General Credits
1
For Access To This Course
LIVE WEBINAR
July 1
This course aired live on Monday, July 1, 2024
for access to this course.
About This Course
If you thought you understood your obligations from a legal perspective of handling a pregnant employee in your workplace, think again. The rules are changing so quickly it is often hard to keep up. This CLE will answer your most important questions on this topic such as whether you even have to accommodate a pregnant employee since a normal pregnancy is not a “disability” within the meaning of the ADA/ADAAA. What laws come into play when an employee requests to be able to take more frequent breaks due to her pregnancy as a reasonable accommodation? What obligations do employers have under the recently enacted Pregnant Workers Fairness Act with regard to providing pregnant employees with reasonable accommodations? In addition to this important federal law, what states and municipalities have passed laws that affirmatively require employers to provide reasonable accommodations to their pregnant employees? What guidelines has the EEOC issued requiring employers to provide reasonable accommodations to pregnant employees based on all those pregnancy-related conditions that pregnant women have like gestational diabetes or hypertension. What about after a pregnant employee gives birth and needs to nurse her child? What laws come into play at this point? What are your obligations under the PUMP Act? Do states and municipalities also have laws and regulations protecting nursing moms in the workplace. Are you familiar with the NYC recently issued Model Lactation Accommodation Policies and Request Forms. Even though New York State has required that employers provide reasonable break time to nursing employees for a while, did you know that NYC just passed a law requiring that employers in NYC provide employees with lactation accommodations, including a lactation room where employees can pump/express breast milk, and reasonable time to pump/express breast milk. Do you know your obligations under this law and other laws requiring reasonable break time for nursing moms to express breast milk in the workplace? Do employers need to have a written lactation policy that is compliant with these recently-enacted laws? Learn what your Lactation Policy should include and see a sample draft lactation policy.
General Credits
1
For Access To This Course
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