Pregnancy Accommodation. The Employer and the Union will comply with all relevant federal and state laws, regulations, and executive orders and with the provisions of Washington Administrative Policy Statement 46.7 Reasonable Accommodation of Pregnant Employees. The University and the Union are committed to providing reasonable accommodation to pregnant employees.
A. The following pregnancy-related accommodations shall not require health care provider certification and are not subject to an employer's claim of undue hardship:
1. Providing more frequent, longer, or flexible restroom breaks;
2. Modifying a no food or drink policy;
3. Providing seating or allowing the employee to sit more frequently if their job requires them to stand; and
4. Restricting lifting to 17 lbs. or less.
B. An employee's pregnancy or pregnancy-related health condition may also be accommodated as follows:
1. Job restructuring, part-time or modified work schedules, reassignment to a vacant position, or acquiring or modifying equipment, devices, or an employee's work station;
2. Providing for a temporary transfer to a less strenuous or less hazardous position;
3. Providing assistance with manual labor and limits on lifting;
4. Scheduling flexibility for prenatal visits; and
5. Any further pregnancy accommodation an employee may request. With respect to these accommodations, the University may request an employee provide written certification from their treating health care provider regarding the need for reasonable accommodation and may deny an employee's request for reasons of significant difficulty or expense.
Pregnancy Accommodation. If during the first seven (7) months of pregnancy, a pregnant employee presents supporting medical evidence, the City on request will attempt to make reasonable accommodation regarding available work within the employee's classification for a period not to exceed sixty (60) days.
Pregnancy Accommodation. The Employer and the Union will comply with all relevant federal and state laws, regulations, and executive orders and with the provisions of University of Washington Administrative Policy Statement 46.7
Pregnancy Accommodation. The Company and Union agree that any employee, during her pregnancy, who believes the health of her unborn child may be affected by her present job assignment, can utilize the Disabled Employees Rehabilitation Program.
Pregnancy Accommodation. The Hospital may request a pregnant nurse to take a leave of absence at any time, if in the Hospital's opinion continued employment at the job may be hazardous to the nurse's health/welfare or interfere with the nurse's duties and responsibilities. A pregnant nurse may not initiate an approved temporary disability leave of absence without the concurrence of the employee's personal physician. The Hospital will provide a temporary transfer to affected employees in compliance with state and federal law.
Pregnancy Accommodation. For a Resident who is the birth mother, during the 17 Resident’s last month of pregnancy and for two (2) months post-partum, consideration 18 of the Resident’s wellbeing and ability to work overnight shifts or participate in overnight 19 in-house call will be made. Pregnant Residents are encouraged to seek needed 20 accommodations to their schedules and work responsibilities. The University will 21 provide training/guidance to Program Directors regarding accommodation for pregnant 22 Residents. 24 A pregnant Resident may request an accommodation- including relief from overnight 25 call or 24-hour shifts- from her Program Director. If the accommodation is feasible and 26 easily implementable, the Program Director will make a good faith effort to adopt it in an 27 expedient fashion. If the Program Director determines that the requested 28 accommodation is not feasible and easily implementable, the Resident will be required 29 to submit the necessary medical documentation that supports the request to the 30 University’s Disability Services Office (“DSO”). The Resident will engage in an 31 interactive dialogue with DSO in an effort to seek a reasonable accommodation given 32 her medical condition. 34 In the event that the Resident is restricted from overnight call responsibilities prior to 35 and/or after birth by her health care provider due to her medical condition, the Resident 36 may be required to make up these overnight call responsibilities. Every attempt should 37 be made by the Resident to communicate with the Program Director and other 38 Residents about her time away so as to organize call schedules and mitigate any 39 misunderstandings about call and coverage schedules. Other health care needs that 40 may arise during the course of pregnancy will be addressed in accordance with 41 applicable state and federal laws. 43 The parties will discuss the effectiveness of this section as an ongoing topic at the 44 Housestaff Advisory Committee.
Pregnancy Accommodation. A pregnant worker who provides the Company with a medical certificate attesting that her working conditions may be physically dangerous to her unborn child, or to herself by reason of her pregnancy, may request to be accommodated under this program.
Pregnancy Accommodation. In the event of pregnancy, the Employer will provide the employee the appropriate maternity uniforms. If the Employer is unable to obtain the maternity uniforms through its existing suppliers, the Employer will reimburse the employee at the cost equivalent to the regular uniforms the Employer would pay under its supply Agreement.
Pregnancy Accommodation. Consistent with Oregon and Federal 6 law, the Hospital will provide reasonable accommodation for known 7 limitations related to pregnancy, childbirth, or related medical 8 conditions, absent undue hardship.
Pregnancy Accommodation. If a pregnant a pregnant employee presents supporting medical evidence to support an accommodation, the Auditor’s Office will immediately attempt to make reasonable accommodation regarding available work within the employee’s classification for a period not to exceed sixty (60) days.
