About Stanley Niew

Principal of a Private Law Firm in Oak Brook, Illinois

Attorney Stanley Niew possesses more than three decades of experience in private practice. Currently serving as principal of the Law Offices of Stanley E. Niew, P.C., located in Oak Brook, Illinois, he applies to his work a professional background that also includes approximately a decade performing as a manufacturing facility manager, a role in which he led in excess of 200 plant employees for a Fortune 100 company.

At his practice, Stanley Niew offers a variety of services, including litigation in matters of construction contracts, mechanic’s liens, and employment wage and hour disputes. He also assists employers in defending claims by union trust funds under the federal Labor Management Relations Act and the Employee Retirement Income Security Act. Additionally, Mr. Niew represents unions in collective bargaining negotiations and in contract administrations, and he provides guidance in designing and launching labor relations programs.

Stanley Niew holds a juris doctor from the John Marshall Law School. A lawyer in good standing with the Illinois State Bar, he is admitted to appear before the US District Courts for Northern and Central Illinois and the US Court of Appeals for the Seventh Circuit.

Updates to the Pregnancy Discrimination Act

Stanley Niew, of Law Offices of Stanley E. Niew, PC, in Oak Brook, Illinois, has over 30 years of experience representing employers and trade associations as an attorney. Engaged in his field, Stanley Niew stays abreast of updates to labor and employment law.

One such update involves properly accommodating for employee disabilities, including those associated with pregnancy. The Equal Employment Opportunity Commission (EEOC) has expanded protections provided under the Pregnancy Discrimination Act to classify some medical conditions that occur during pregnancy as disabilities.

For example, under the Americans with Disabilities Act (ADA), if a pregnant employee is unable to perform certain aspects of her job because of pregnancy-related medical conditions, she must be given the same options any other disabled employee would be offered. According to the EEOC, these options might include an alternative workload or disability or unpaid leave.

An employee who is pregnant may also not be subject to harassment or special assessments that gauge her ability to work. However, an employer that requires a doctor’s written affirmation of an employee's inability to work before allowing leave or sick benefits is permitted to require the submission of the same type of statement from employees who are experiencing medical complications as a result of pregnancy.

State of Illinois Aims to Protect Pregnant Workers and New Mothers

In addition to experience earned in the business sector as a manufacturing manager, Stanley Niew has forged a career in law. He currently works as an attorney and the owner of the Law Offices of Stanley E. Niew, P.C. In this capacity, he focuses on assisting clients who have claims related to employment law in the state of Illinois.

At the end of 2014, an important development in employment law helped the state of Illinois establish more comprehensive rights for working women. Public Act 98-1050, known as the Pregnancy Fairness law, took effect on January 1st, 2015, and requires businesses to meet reasonable accommodation standards for employees who are pregnant or who have recently given birth.

The Pregnancy Fairness law prevents businesses from discriminating against job candidates who are pregnant or afflicted with a maternity-related illness, and mandates that businesses sustain reasonable requests to keep pregnant employees safe and healthy while at work. Such accommodations include longer bathroom breaks, assistance with manual labor, and allowing women workers to attend doctor’s appointments during the work week.

The new law is one of the more comprehensive regulations protecting maternity in the United States. Businesses may refuse accommodations only in instances in which they can prove that abiding by the Pregnancy Fairness law will cause undue hardship on the company’s ability to operate or its finances.

How the ADA Protects Employees with Disabilities

Stanley Niew is an employment lawyer practicing in Oak Brook, Illinois. Representing employers, trade associations, and company directors, Stanley Niew is well versed with the Americans with Disabilities Act (ADA).

The ADA protects employees with disabilities from being discriminated against at the work place on the basis of their medical condition. The ADA strictly prohibits discrimination on any aspect of employment including hiring, firing, promotions, pay, benefits, and training.

However, not all persons with medical conditions are considered disabled by the ADA. The act describes a person with a disability as one who has a medical condition that significantly limits a major life activity such as walking, talking, seeing, hearing, and learning; one with a history of medical conditions such as cancer; or one with a non-transitory medical condition.

Similarly, the ADA does not cover all employers. It is limited to only those who employ 15 or more workers.

The ADA states that before an employer fires an employee with a disability, reasonable accommodation should first be considered to help the employee perform his or her duties. Reasonable accommodation varies but can include making the office wheelchair accessible, putting up braille signs, or even allowing the employee additional days of medical leave.

Employers are exempted from granting reasonable accommodation only if doing so would cause undue hardship on their part. This is when the accommodations are too expensive or too difficult to grant.