Pregnancy Accommodations. A. For purposes of this section, “pregnancy” includes the employee’s pregnancy and pregnancy related health conditions.
B. A pregnant employee may request a reasonable accommodation, which may include any of the following:
1. Providing more frequent, longer or flexible restroom breaks;
2. Modifying a no food or drink policy;
3. 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;
4. Providing seating or allowing the employee to sit more frequently if their job requires them to stand;
5. Providing for a temporary transfer to a less strenuous or less hazardous position;
6. Providing assistance with manual labor and limits on lifting;
7. Scheduling flexibility for prenatal visits; and
8. Any further pregnancy accommodation an employee may request, and to which an Employer must give reasonable consideration in consultation with information provided on pregnancy accommodation by the department of labor and industries or the attending health care provider of the employee.
C. The Employer may deny a reasonable pregnancy related accommodation based on undue hardship if the requested accommodation requires significant difficulty or expense. An Employer may not claim undue hardship for the accommodations listed above in Section 34.3 B.1, 2 and 4, or for limits on lifting over seventeen pounds, and the Employer may not request written certification for those same accommodation requests.
D. The Employer will not require a pregnant employee to take leave if another reasonable accommodation can be provided.
E. An Employer, except for the limitations in Section 34.3 C above, can require the employee to provide written certification from her treating health care professional regarding the need for a reasonable accommodation.
F. An Employer does not have to create a position for an employee asking for a pregnancy accommodation or transfer a less senior employee, or promote the pregnant employee as part of a reasonable accommodation.
G. Other applicable pregnancy reasonable accommodations for employees under the law or WAC would also apply.
Pregnancy Accommodations.
A. For purposes of this section, “pregnancy” includes the employee’s pregnancy and pregnancy related health conditions.
B. A pregnant employee may request a reasonable accommodation, which may include any of the following:
1. Providing more frequent, longer or flexible restroom breaks;
2. Modifying a no food or drink policy;
3. 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;
Pregnancy Accommodations. A. A pregnant employee may request a reasonable accommodation, without the need to provide written certification from a health care provider for the following:
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 the Employee’s job requires them to stand;
4. Limiting lifting to 17 pounds or less.
B. In addition, a pregnant employee may request other workplace accommodation(s), as long as there is no significant difficulty or expense to the University. The following accommodations may require the Employee provide written certification from a health care provider:
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. Scheduling flexibility for prenatal visits;
4. Lifting less than 17 pounds; and
5. Any further pregnancy accommodation an employee may need, and to which an Employer must give reasonable consideration in consultation with information provided on pregnancy accommodation by the department of labor and industries or the attending health care provider of the employee.
C. An Employer does not have to create a position for an employee asking for a pregnancy accommodation or transfer a less senior employee, or promote the pregnant employee as part of a reasonable accommodation.
Pregnancy Accommodations. For purposes of this Section, “pregnancy” includes the employee’s pregnancy and pregnancy related health condition.
Pregnancy Accommodations. A. For purposes of this Section, “pregnancy” includes the employee’s pregnancy and pregnancy-related health conditions.
B. A pregnant employee may request a reasonable accommodation, which may include any of the following:
1. Providing more frequent, longer, or flexible restroom breaks;
2. Modifying a no food or drink policy;
3. 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;
4. Providing seating or allowing the employee to sit more frequently if their job requires the employee to stand;
5. Providing for a temporary transfer to a less strenuous or less hazardous position;
6. Providing assistance with manual labor and limits on lifting;
7. Scheduling flexibility for prenatal visits; and
8. Any further pregnancy accommodation an employee may request, and to which an Employer must give reasonable consideration in consultation with information provided on pregnancy accommodation by the State Department of Labor and Industries or the attending health care provider of the employee.
C. The Employer may deny a reasonable pregnancy-related accommodation based on undue hardship if the requested accommodation requires significant difficulty or expense. An Employer may not claim undue hardship for the accommodations listed above in Sections 34.5(B)(1), 2 and 4, or for limits on lifting over seventeen
Pregnancy Accommodations. A. For purposes of this section, “pregnancy” includes the employee’s pregnancy and pregnancy related health conditions.
B. A pregnant employee may request a reasonable accommodation, which may include any of the following:
a. Providing more frequent, longer or flexible restroom breaks;
b. Modifying a no food or drink policy;
c. 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;
d. Providing seating or allowing the employee to sit more frequently if their job requires them to stand;
e. Providing for a temporary transfer to a less strenuous or less hazardous position;
f. Providing assistance with manual labor and limits on lifting;
g. Scheduling flexibility for prenatal visits; and
h. Any further pregnancy accommodation an employee may request, and to which the District must give reasonable consideration in consultation with information provided on pregnancy accommodation by the department of labor and industries or the attending health care provider of the employee.
C. The District may deny a reasonable pregnancy related accommodation based on undue hardship if the requested accommodation requires significant difficulty or expense. The District may not claim undue hardship for the accommodations listed above in Section 41.3 B.1, 2 and 4, or for limits on lifting over seventeen pounds, and the District may not request written certification for those same accommodation requests.
D. The District will not require a pregnant employee to take leave if another reasonable accommodation can be provided.
E. The District, except for the limitations in Section 41.3 C above, can require the employee to provide written certification from her treating health care professional regarding the need for a reasonable accommodation.
F. The District does not have to create a position for an employee asking for a pregnancy accommodation or transfer a less senior employee, or promote the pregnant employee as part of a reasonable accommodation.
G. Other applicable pregnancy reasonable accommodations for employees under the law or WAC would also apply.
Pregnancy Accommodations. If, after consulting her physician, a pregnant employee requests modification of her work duties or a temporary reassignment, every reasonable effort will be made to accommodate her request. NRC may request a medical certificate to aid in its determination as to whether or not a modification is appropriate.
Pregnancy Accommodations. A. A pregnant employee may request a reasonable accommodation, without the need to provide written certification from a health care provider for the following:
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 her job requires her to stand;
4. Limiting lifting to 17 pounds or less.
B. In addition, a pregnant employee may request other workplace accommodation(s), as long as there is no significant difficulty or expense to the University. The following accommodations may require the Employee provide written certification from a health care provider.
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. Scheduling flexibility for prenatal visits;
4. Lifting less than 17 pounds; and
5. Any further pregnancy accommodation an employee may need, and, to which an Employer must give reasonable consideration in consultation with
Pregnancy Accommodations. If a pregnant employee requests an accommodation, NRC will make reasonable efforts to accommodate the employee’s health needs. Employees and supervisors are encouraged to engage in an interactive dialogue about options for accommodation (such as changes to duties, work schedule, telework, etc.) NRC may request medical documentation or other evidence to aid in its determination as to whether or not an accommodation is appropriate. However, a supervisor may at his/her discretion accept self-certification as documentation in support of a requested accommodation.
Pregnancy Accommodations. A. For purposes of this Section, "pregnancy" includes the employee's pregnancy and pregnancy related health conditions.
B. A pregnant employee may request a reasonable accommodation, which may include any of the following:
1. Providing more frequent, longer, or flexible restroom breaks;
2. Modifying a no food or drink policy;
3. 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;
4. Providing seating or allowing the employee to sit more frequently if her job requires her to stand;
5. Providing for a temporary transfer to a less strenuous or less hazardous position;
6. Providing assistance with manual labor and limits on lifting;
7. Scheduling flexibility for prenatal visits; and
8. Any further pregnancy accommodation an employee may request, and to which an Employer must give reasonable consideration in consultation with information provided on pregnancy accommodation by the department of labor and industries or the attending health care provider of the employee.
