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HB 2890

OPEN MTGS-NOTICE OF CHANGES

104th Regular Session Introduced by Marti Deuter and 1 co-sponsor

Arizona: Requires employers with 15+ employees to provide reasonable accommodations for pregnant workers and prohibit forcing use of certain leave.

Rule 19(a) / Re-referred to Rules Committee
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Bill Summary · HB 2890

Summary: HB 2890 (Documents for two separate bills with the same number)

The package you provided contains two different HB 2890 measures from different states. Below are concise, separate summaries of each so readers can clearly see the purpose, key provisions, affected parties, and procedural status.

Arizona — "Pregnant Workers Protection Act" (Introduced version; Arizona R.S. Title 23 addition)

  • Purpose: Require employers to provide reasonable accommodations for pregnant employees and establish notice and posting obligations.
  • Key provisions:
    • Adds Arizona Revised Statutes section 23-207.
    • Applicability: Employers with 15 or more employees.
    • Employers must provide reasonable accommodations for pregnant employees unless the accommodation would impose an undue hardship.
    • Examples of reasonable accommodations (non‑exhaustive):
    • Acquisition/modification of equipment or devices.
    • More frequent breaks or additional restroom/food/water breaks.
    • Assistance with manual labor.
    • A private area for breastfeeding after childbirth.
    • Modification of work schedules or job assignments.
    • Scheduling flexibility for prenatal health care visits.
    • Employers may not require use of annual, vacation, or sick leave if a reasonable accommodation can be made.
    • Posting and notice requirements:
    • Conspicuous posting of the employer’s obligation and inclusion in employee handbook.
    • Written notice to (a) newly hired employees at hire, (b) current employees within 180 days after the law’s effective date, and (c) pregnant employees within 10 days after the employee notifies the employer of the pregnancy.
  • Who is affected: Employers in Arizona with 15+ employees and their pregnant employees. Human resources, payroll, and workplace health/safety practices would need review and possible modification.
  • Procedural status (as provided): Introduced February 14, 2025; short title given as “Pregnant Workers Protection Act.” (Document shows initial introduction and sponsor list; further committee action indicated as Rule 19(a)/re‑referred to Rules Committee in the header.)

Illinois — Amendment to the Open Meetings Act (5 ILCS 120/2.03) — Notice of Changes to Regular Meeting Dates

  • Purpose: Modify public notice requirements when a public body changes a previously published schedule of regular meeting dates.
  • Key provisions:
    • Removes the statutory requirement to give 10 days’ notice of a change by publication in a newspaper of general circulation (and the alternate rule for very small units that required posting in at least three places).
    • Explicitly requires that notice of changes be posted on the public body’s website.
    • Retains requirement that notice be posted at the principal office of the public body (or at the building in which the meeting is to be held) and that such notice be supplied to news media that filed annual requests for notice.
  • Who is affected: Illinois public bodies subject to the Open Meetings Act (state agencies, counties, municipalities, school boards, and other local public bodies). Smaller units that relied on newspaper or multiple physical postings will see a change in the notification options.
  • Potential impacts:
    • Lowers reliance on newspaper publication (cost savings for public bodies).
    • Increases reliance on websites — may improve access for web users but could raise accessibility concerns for residents without reliable internet or for units without maintained websites.
    • Public bodies should ensure website notice processes and physical posting (where needed) meet the statute and that media request lists are maintained.
  • Procedural status: Provided legislative actions indicate the bill was passed and enacted — signed by the Governor on May 28, 2025, and made effective immediately.

If you want, I can:
- Draft a one‑page compliance checklist for employers (Arizona bill) or for Illinois public bodies adjusting notice practices.
- Compare the Arizona accommodations language to federal/state pregnancy discrimination/accommodation laws.

Compiled from official sources — confirm details with the bill’s official record.

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