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Accreditation and CLE Rules for Pennsylvania
National Academy of Continuing Legal Education is a Pennsylvania Accredited CLE Provider (Provider ID 6208).
The Supreme Court of Pennsylvania CLE Board maintains an Accredited Provider listing on their website at https://www.pacle.org/providers/accredited. You can find us listed under “National Academy of Continuing Legal Education.” Additionally, you can see our official approval letter here: PA_Approval.pdf.
*COVID-19 Update for 2024: The Supreme Court of Pennsylvania issued a Court Order temporarily allowing live online webinars as a substitute for in-person classroom for 2024 compliance deadlines. Attorneys in Pennsylvania may now complete 6 hours of their 2024 CLE requirements through live webinars and 6 hours through approved distance learning activities. Therefore PA attorneys can now satisfy their entire requirement with our DVDs, Audio CDs, USB Stick, Online, iOS/Android App, and Live Webinar courses for 2024! PA Continuing Legal Education Board Notice
Pennsylvania attorneys are assigned one of three compliance groups:
Group 1 must complete the annual CLE requirement by April 30th of each year
Group 2 must complete the annual CLE requirement by August 31st of each year
Group 3 must complete the annual CLE requirement by December 31st of each year
We promptly report your CLE attendance to the PA CLE board and pay the associated fees.
Pennsylvania allows attorneys to carry over up to 24 excess credits earned from one compliance period into the next two future compliance periods. Only credits earned through live courses or live interactive webinars may be carried forward, distance learning credits may not be carried forward.
Pennsylvania Continuing Legal Education Board Pennsylvania Judicial Center
601 Commonwealth Ave., Suite 3400
PO Box 62495
Harrisburg, PA 17106-2495
Toll Free: (800) 497-2253
Local: (717) 231-3250
Fax: (717) 231-3251 www.pacle.org/about/PACLE_board.asp
Pregnancy in the Workplace: Understanding the New Laws on Accommodations for Pregnancy and Lactation
CLE Courses Available on DVDs, Audio CDs, USB Stick, Online & iOS/Android App and 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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