Hello!  We operate in three states which each have different regulations on pregnancy accommodations, paid prenatal leave and breaks for expressing breastmilk.  We created a policy to incorporate all of these regulations in addition to PWFA and the PUMP Act.  But for training for our managers, we simply advise them if a team member reports to them that they are pregnant then contact HR.  Since it is very difficult to keep track of all the different regulations, we felt this approach would be best.  When our managers contact us, then HR reaches out to the team member to review with them our policy and provide them with paid prenatal leave (NY only).  We found this to be a better approach to these regulations since HR is more knowledgeable on them and we can then lead the interactive process when accommodations are required.