Consider single process for accommodations.

Now might be the right time to standardize your processes for handling reasonable accommodations. Two new laws requiring accommodations just went on the books:

* Employees are now entitled to reasonable accommodations under the Pregnant Workers Fairness Act for all temporary disabilities related to pregnancy and post-partum health.

* Millions more working mothers can now take unlimited milk expression breaks during the workday for a year following their infant's birth thanks to passage of the PUMP Act.

Plus, the U.S. Supreme Court will soon hear arguments in a case involving reasonable accommodation of employees' religious beliefs and practices. Groff v. DeJoy is widely expected to limit employers' ability to reject a request for religious accommodations.

All those are in addition to the long-standing ADA requirement to accommodate applicants' and employees' disabilities.

To make it easier to meet your responsibilities, consider creating a single, unified process for identifying reasonable accommodations regardless of the law in question. Your accommodations process should include these elements:

* Notice. Ensure your policies invite workers to request reasonable accommodations for all covered reasons. Your notice language...