Responsible Office: Human Resources
Policy Officer: VP for Finance and Administration
Scope: |Faculty |Staff

Approved By: President's Council

Approved Date: 9/4/2024

Effective Date: 9/4/2024

Category: Faculty and Staff

Description/Purpose:

The Pregnant Workers Fairness Act requires the federal government as well as private, state, and local employers with 15 or more employees to "make reasonable accommodations to the known limitations related to the pregnancy, childbirth, or related medical conditions of a qualified employee, unless [doing so] would impose an undue hardship on the operation of the business."

Procedures:

Consequence:

Details:

The University provides reasonable accommodation for an employee's pregnancy, childbirth, or any condition related to the employee's pregnancy, including, but not limited to, lactation or the need to express breast milk for a nursing child, unless the accommodation causes undue hardship to the University.  Employees are entitled to reasonable accommodations for pregnancy of related conditions, even if the employee is not experiencing a pregnancy-related disability. Reasonable accommodations may include, but are not limited to:

• More frequent or longer paid or unpaid breaks
• Time off for appointments, pregnancy complications, or recovery from childbirth
• Acquisition or modification of equipment, sized uniforms, safety apparel, or seating
• A temporary transfer to a less strenuous or hazardous position, including light duty
• Job restructuring
• Private non-bathroom space for expressing breast milk
• Assistance with manual labor
• Modification of work schedule
• The ability to sit or to drink water
• Parking closer to the employee's work area

Requests for accommodation should be directed to Human Resources.  The accommodation request should include an explanation of the pregnancy-related limitations, the accommodation requested, and any alternative accommodation(s) that might be reasonable. Depending on the nature of the accommodation, the individual may be requested to submit a statement from a health care provider substantiating the need for the accommodation.  The University engages in an interactive process with the employee to determine an appropriate accommodation. Accommodations are provided unless it creates an undue hardship. The University prohibits retaliation against an employee who requests or receives an accommodation under this policy law.  Employees have the right to be free from discrimination in relation to pregnancy or related conditions, including but not limited to lactation or the need to express breast milk for a nursing child, as well as a right to reasonable accommodations as stated above.