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Massachusetts Ambulance Association


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  • February 19, 2018 1:02 PM | Amanda Riordan (Administrator)

    At the February 15 Annual Meeting, new MAA bylaws were adopted. Read the new bylaws.

  • February 14, 2018 9:51 AM | Scott Moore (Administrator)

    Massachusetts employers will have increased obligations for pregnant employees starting April 1, 2018.  Governor Baker signed the Pregnant Worker Fairness Act (PWFA) which amended the anti-discrimination statute, M.G.L. Chapter 151B to expand the protections currently provided under Federal and state law.  Under the new law, employers are prohibited from discriminating against candidates or employees on the basis of their pregnancy.  Employers must provide employees with written notice of their right to be free from discrimination in the workplace on the basis of their pregnancy both at the time of hire and upon learning that an employee is pregnant. 

    Currently under Federal and state law, employers are prohibited from discrimination on the basis of an employee’s pregnancy.  However, under existing law, employers are not specifically required to accommodate the needs of all pregnant workers.  The new law expands protections for pregnant workers to require that employers provide the same reasonable accommodations to pregnant workers that they do for employees who are disabled.  Currently, employers are only required to accommodate pregnant workers who develop a pregnancy related medical conditions sufficiently serious enough to qualify as a disability. 

    The new law requires that employers engage pregnant employees in a timely manner to begin a good faith interactive process to determine if a reasonable accommodation can be provided that would permit the employee to perform the essential functions of the job.  Examples of reasonable accommodations include, extended break times, more frequent food or drink breaks, lifting restrictions or assistance, providing a secure private location (not a restroom) for nursing employees to express breast milk.  Employers are not obligated to provide pregnant employees with any requested accommodation, only those that do not pose an undue hardship upon the employer.  An undue hardship is generally defined as any accommodations that involve great difficulty or expense for the employer.

    To ensure that covered Massachusetts employers are in compliance by April 1, 2018, employers must provide a notice of rights to all existing employees by April 1, 2018.  Going forward, all new employees must receive the notice upon hire and then again within ten days after the employer is informed of an employee’s pregnancy.  The Massachusetts Commission Against Discrimination (MCAD) has published employer Guidance for the Pregnant Worker Fairness Act to assist them with compliance.  Additionally, employers need to amend their policies and procedures or employee handbooks to reflect the new requirements.  The MCAD has not provided a sample notice for employers to use but interested members can contact the Association for an example of a PWFA rights notice. 



    The Pregnant Workers Fairness Act (“the Act”) amends the current statute prohibiting discrimination in employment, G.L. c. 151B, §4, enforced by the Massachusetts Commission Against Discrimination (MCAD). The Act, effective on April 1, 2018, expressly prohibits employment discrimination on the basis of pregnancy and pregnancy-related conditions, such as lactation or the need to express breast milk for a nursing child. This notice is intended to describe an employers’ obligations to employees that are pregnant or lactating and the protections these employees are entitled to receive. Generally, employers may not treat employees or job applicants less favorably than other employees based on pregnancy or pregnancy- related conditions and have an obligation to accommodate pregnant workers.

    Under the Act:

    ·       Upon request for an accommodation, an employer has an obligation to communicate with the employee in order to determine if a “reasonable accommodation” for the pregnancy or pregnancy-related condition. This is called an “interactive process,” and it must be done in good faith. A “reasonable accommodation” is a modification or adjustment that allows the employee or job applicant to perform the essential functions of the job while pregnant or experiencing a pregnancy-related condition, without undue hardship to the employer.

    ·       An employer must accommodate conditions related to pregnancy, including post-pregnancy conditions such as the need to express breast milk for a nursing child, unless doing so would pose an undue hardship on the employer. “Undue hardship” means that providing the accommodation would cause the employer significant difficulty or expense.

    ·       An employer cannot require a pregnant employee to accept an accommodation, or to begin disability or parental leave if another reasonable accommodation would enable the employee to perform the essential functions of the job without undue hardship to the employer.

    ·       An employer cannot refuse to hire a pregnant job applicant or applicant with a pregnancy-related condition, because of the pregnancy or the pregnancy-related condition, if an applicant is capable of performing the essential functions of the position with a reasonable accommodation.

    ·       An employer cannot deny an employment opportunity or take adverse action against an employee because of the employee’s request for or use of a reasonable accommodation for a pregnancy or pregnancy-related condition.

    ·       An employer cannot require medical documentation about the need for an accommodation if the accommodation requested is for: (i) more frequent restroom, food or water breaks; (ii) seating; (iii) limits on lifting no more than 20 pounds; and (iv) private, non-bathroom space for expressing breast milk. An employer, may, however, request medical documentation for other accommodations.

    • ·       Employers must also provide written notice of employees’ rights under the Act: (1) to new employees at or prior to the start of employment; and (2) to an employee who notifies the employer of a pregnancy or a pregnancy-related condition, no more than 10 days after such notification.

    The foregoing is a synopsis of the requirements under the Act, and both employees and employers are encouraged to read the full text of the law available on the General Court’s website here:


    If you believe you have been discriminated against on the basis of pregnancy or a pregnancy-related condition, you may file a formal complaint with the MCAD. You may also have the right to file a complaint with the Equal Employment Opportunity Commission if the conduct violates the Pregnancy Discrimination Act, which amended Title VII of the Civil Rights Act of 1964. Both agencies require the formal complaint to be filed within 300 days of the discriminatory act.

    Boston Headquarters: One Ashburton Place, Room 601, Boston, MA 02108 | (617) 994-6000

    Springfield: 436 Dwight Street, Room 220, Springfield, MA 01103 | (413) 739-2145

    Worcester: 484 Main Street, Room 320, Worcester, MA 01608 | (508) 453-9630

    New Bedford: 128 Union Street, Suite 206 New Bedford, MA 02740 | (774) 510-5801

    Scott Moore, Esq, is the principal consultant for EMS Resource Advisors, a full-service EMS consulting agency.

  • February 06, 2018 3:45 PM | Amanda Riordan (Administrator)

    To All General Members of the Massachusetts Ambulance Association:

    Please be advised that on February 15, 2018 at 7:00 at the Cafe Escadrille located at 26 Cambridge St, Burlington, MA 01803 a special meeting will be held for the purpose of amending the bylaws of the Massachusetts Ambulance Association. The proposed bylaws are attached to this Notice.

    You are welcome to share any concerns, feedback or comments at that time or prior thereto by emailing General Counsel, Christopher Cifra, at ccifra@cgdllaw.com.

  • January 10, 2018 10:21 AM | Amanda Riordan (Administrator)

    Thanks to Pro EMS for hosting the 2018 MAA Operations Summit, as well as Prodigy EMS and ER Maps for sponsoring! Check out photos on Facebook!

  • January 02, 2018 8:01 AM | Amanda Riordan (Administrator)

    Dear MAA Member:

    First, I would like to wish everybody a happy and healthy new year!  Second, I would like to thank the ten members who voted in this year’s elections. Lastly, I would like to congratulate the recently elected Board. The election results are as follows:


    • John Chemaly, 10 votes
    • Peter Hoare, 10 votes
    • Bill Mergendahl, 10 votes
    • Sean Tyler, 10 votes
    • Ron Quaranto, 10 votes

    Thank you,

    Christopher Cifra, Esq.
    Managing Partner
    Cifra, Gibson & Dougan, LLP

  • December 20, 2017 11:15 AM | Amanda Riordan (Administrator)

    The Mass Ambulance Association wishes EMS providers and their families a safe and happy holiday season! Thank you for your service to our state.

  • December 05, 2017 3:53 PM | Amanda Riordan (Administrator)
    There was a full house at today's MAA membership meeting at Pro EMS in Cambridge. Members from across the state joined the board to hear updates on advocacy progress, education, and more. Additionally, members heard from 9th District Congressional Candidate Peter Tedeschi, as well as new vendor member MNA Risk Management.

    View photos on Facebook>

  • November 22, 2017 1:08 PM | Amanda Riordan (Administrator)

    Thank you to Massachusetts ambulance services! Your selfless dedication is deeply appreciated.

  • November 09, 2017 10:38 AM | Amanda Riordan (Administrator)

    2nd Annual BFit First Responder Challenge
    January 28, 2018 9:00 a.m.–1:00 p.m.
    TD Garden

    The 2nd Annual First Responder Challenge powered by National Grid will take place Sunday, January 28, 2018, at TD Garden. This one-of-a-kind event invites local first responders and fitness enthusiasts from all over New England to participate in a course throughout TD Garden and offers friends and families a day filled with activities and fun.

    The event takes place to raise awareness around health and wellness and to support The 100 Club of Massachusetts, a charity that supports the families of law enforcement officers and firefighters who are killed in the line of duty.

    Learn more on the Boston Bruins website!

  • November 02, 2017 5:22 PM | Amanda Riordan (Administrator)

    The MAA Board of Directors have been hard at work on Beacon Hill working to correct the issues involving our industry as part of the HEALTH Act. Originally, this bill placed a cap rates that would have set non-participating provider rates at 160% of the prevailing Medicare amount. Quoting the Mass. Municipal Association (MMA) the impact on local EMS to be a reduction “…by as much as 50% if this rate-capping language becomes law.”  The broad based impact that this measure would have had on our industry is devastating to every ambulance operator.  We have been actively working in advance of the bill being released to contain its impact by participating as part of the MA Senate’s Special Committee on Healthcare Cost Containment Roundtable and meeting Senate leadership over the course of five months.

    We are pleased to report that the redrafted Senate cost containment bill shows that EMS language has been struck from the bill.  This is a significant achievement by all of us (MMA, PFFM, FCAM and MAA) collectively.  Thank you to our partners for participating in all of the meetings to date and committing their respective organizations to fixing what would have been a disaster to EMS providers across the state.  We still have more work to do in the Senate and House but it is a significant achievement to have the Senate on record not wanting to cut EMS funding.  The Senate President’s office, Senate Ways and Means and Senate Health Care Finance staff were very accommodating to us throughout this process and I am very pleased that they listened to us and ultimately removed the language.

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