SUMMER 2021

118 THE DISTRIBUTOR’S

118 THE DISTRIBUTOR’S LINK SOUTHEASTERN FASTENER ASSOCIATION PO Box 448, Elba, AL 36323 TEL 847-370-9022 FAX 847-516-6728 EMAIL sefa@thesefa.com WEB www.thesefa.com 2021/2022 BOARD OF DIRECTORS ANNOUNCED by Nancy Rich 2021 Board Of Directors President Lee Parker, Vulcan Steel Products Vice President Anthony Crawl, Birmingham Fastener Chairman Tom Sulek, Star Stainless Screw Directors Matt Dyess, Nucor Fastener Hayden Gaston, International Fasteners, Inc. Carrie Whitworth, Edsco Fasteners Terry Windham, Dixie Industrial Finishing Co. Stephanie Wood, Fastener Supply Secretary/Treasurer Nancy Rich Executive Director Nancy Rich ASSOCIATION ARTICLE SEFA Welcomes New Members Atlas Distribution Services, Ltd., Winona, MN DLP Coatings Inc., Elk Grove Village, IL Congratulations 2021 Scholarship Winners Em Webb Memorial Scholarship - ,000 Garrett Spillman, Southern Fasteners & Supply Gilchrist Foundation Scholarship - ,000 Anna Katelyn Pittman, American Specialty Products & Machine SEFA Scholarships - ,000 Spencer Hyman, Kanebridge Corp. Jacob Stewart, Edsco Fasteners SOUTHEASTERN FASTENER ASSOCIATION JIM TRUESDELL FAIRNESS TO PREGNANT WORKERS...PROPOSAL PROVIDES SOLUTIONS from page 40 Since there is no one size fits all approach to identifying and approving what are reasonable accommodations that do not place an undue burden on an employer, the employer is merely obligated to engage in an interactive process with the employee to determine what kind of reasonable accommodation is needed. If an employer demonstrates that they did engage in that process in good faith then that would be a defense in a lawsuit, the same as it would be under the Americans With Disabilities Act. Since most of the accommodations necessary for pregnancy are minor, the burden on employers should be relatively light and inexpensive. The requirement to engage in a discussion process with the employee about her special needs opens up communication and would help to avoid conflict or litigation from arising. The employee is also protected from retaliation from raising these needs, but better to let the employer respond with a good faith response than to shut down all discussion about making things work. Of course many, but not all, companies already engage in these kinds of conversations and come up with practical ideas to keep women working during pregnancy. There will always be some employers who cannot be bothered to set up flexible responses, or who are uncertain of just what they can and cannot do, and so have rigid policies which do not address these needs. That is why the clarity of the PWFA is needed. There are far more expensive and onerous proposals circulating which deal with these concerns. It would seem, as reflected by the support from both sides of the political aisle and from some major business associations, that this Act is a workable compromise that will head off more draconian measures. Given the demonstrated need to encourage and support parenting in this country, combined with most women now being active in the workplace, it would seem that this is a good solution which everyone can support. JIM TRUESDELL

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