Early this week, the U.S. House of Representatives passed H.R.1065, also known as the Pregnant Workers Fairness Act. By a vote of 315 – 101, the legislation was sent to the Senate, where it faces a tougher – albeit not impossible chance of being adopted and sent to the President for his signature. The legislation, which expands protections provided by the Civil Rights Act of 1964 along with the Congressional Accountability Act of 1995 and others, declares it an unlawful employment practice for an employer to not make reasonable accommodations for qualified employees “affected by pregnancy, childbirth, or related medical conditions.” Further, it prohibits requiring such employees to take paid or unpaid leave if another accommodation could be provided and denying employment opportunities based on the potential employee’s need for a reasonable accommodation. On the flip side of the coin, the bill requires an employee affected by pregnancy or childbirth to accept an accommodation other than any reasonable accommodation if such accommodation is arrived at through and interactive process. The bill in very similar form has passed the US House in each of the past two sessions. As currently written, the Equal Employment Opportunity Commission (EEOC) is charged with promulgating regulations that articulate examples of reasonable accommodations addressing limitations related to pregnancy within two years of the legislation becoming law.