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.
Appears in 5 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Pregnancy Accommodations. A. For purposes of this section, “pregnancy” includes the employee’s pregnancy and pregnancy 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 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 The Employer may not claim undue hardship for the accommodations listed above in Section 34.3 B.1Subsections 33.6.B.1, 2 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 The Employer, except for the limitations in Section 34.3 C above, can require the employee to provide written certification from her their treating health care professional regarding the need for a reasonable accommodation.
F. An The 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.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
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.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Pregnancy Accommodations.
A. For purposes of this sectionSection, “pregnancy” includes the employee’s pregnancy and pregnancy 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 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 stationworkstation;
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 Department of labor Labor and industries 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 The Employer may not claim undue hardship for the accommodations listed above in Section 34.3 Subsections 33.6 B.1, 2 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.provided.
E. An The Employer, except for the limitations in Section 34.3 C above, can require the employee to provide written certification from her their treating health care professional regarding the need for a reasonable accommodation.
F. An The Employer does not have to create a position for an employee asking for a pregnancy accommodation 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.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
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 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 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 department State Department of labor Labor and industries 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 34.5 B.1, 2 and 4, or for limits on lifting over seventeen (17) 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 above34.5 C, can require the employee to provide written certification from her their 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.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Pregnancy Accommodations. A. For purposes of this sectionSection, “pregnancy” includes the employee’s pregnancy and pregnancy 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 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 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 department State Department of labor Labor and industries Industries or the attending health care provider of the employee.
C. The Employer may deny a reasonable pregnancy 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.1Sections 34.5(B)(1), 2 and 4, or for limits on lifting over seventeen (17) 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 above34.5 C, can require the employee to provide written certification from her their 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.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Pregnancy Accommodations.
A. For purposes of this sectionSection, “"pregnancy” " includes the employee’s '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 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 's work station;
4. Providing seating or allowing the employee to sit more frequently if their her job requires them 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.
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(B)(1), 2 (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 Employeremployer, except for the limitations in Section 34.3 C (C) above, can require the employee to provide written certification from her their treating health care professional regarding the need for a reasonable accommodation.
F. An Employer 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.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Pregnancy Accommodations.
A. For purposes of this section, “"pregnancy” " includes the employee’s '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 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 's work station;
4. Providing seating or allowing the employee to sit more frequently if their her job requires them 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 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 employer may deny a reasonable pregnancy related accommodation based on undue hardship if the requested accommodation requires significant difficulty or expense. An Employer employer may not claim undue hardship for the accommodations listed above in Section 34.3 B.1(B) (1), 2 (2) and (4), or for limits on lifting over seventeen pounds, and the Employer employer may not request written certification for those same accommodation requests.
D. The Employer employer will not require a pregnant employee to take leave if another reasonable accommodation can be provided.
E. An Employeremployer, except for the limitations in Section 34.3 C (C) above, can require the employee to provide written certification from her their treating health care professional regarding the need for a reasonable accommodation.
F. An Employer 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.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Pregnancy Accommodations. A. For purposes of this section, “"pregnancy” " includes the employee’s '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 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 's work station;
4. Providing seating or allowing the employee to sit more frequently if their her job requires them 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 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 employer may deny a reasonable pregnancy related accommodation based on undue hardship if the requested accommodation requires significant difficulty or expense. An Employer employer may not claim undue hardship for the accommodations listed above in Section 34.3 B.1(B) (1), 2 (2) and (4), or for limits on lifting over seventeen pounds, and the Employer employer may not request written certification for those same accommodation requests.
D. The Employer employer will not require a pregnant employee to take leave if another reasonable accommodation can be provided.
E. An Employeremployer, except for the limitations in Section 34.3 C (C) above, can require the employee to provide written certification from her their treating health care professional regarding the need for a reasonable accommodation.
F. An Employer 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.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Pregnancy Accommodations.
A. For purposes of this sectionSection, “pregnancy” includes the employee’s pregnancy and pregnancy 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 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 stationworkstation;
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 Department of labor Labor and industries 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 The Employer may not claim undue hardship for the accommodations listed above in Section 34.3 Subsections 33.6 B.1, 2 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 The Employer, except for the limitations in Section 34.3 C above, can require the employee to provide written certification from her their treating health care professional regarding the need for a reasonable accommodation.
F. An The Employer does not have to create a position for an employee asking for a pregnancy accommodation 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.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Pregnancy Accommodations. A. For purposes of this sectionSection, “pregnancy” includes the employee’s pregnancy and pregnancy 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 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 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 department State Department of labor Labor and industries Industries or the attending health care provider of the employee.
C. The Employer may deny a reasonable pregnancy 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.1Sections 34.5(B)(1), 2 and 4, or for limits on lifting over seventeen (17) 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 above34.5 C, can require the employee to provide written certification from her their 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.35.1 Definition
Appears in 1 contract
Samples: Collective Bargaining Agreement
Pregnancy Accommodations. A. For purposes of this sectionSection, “pregnancy” includes the employee’s pregnancy and pregnancy 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 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 stationworkstation;
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 Department of labor Labor and industries Industries or the attending health care provider of the employee.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 The Employer may not claim undue hardship for the accommodations listed above in Section 34.3 Subsections 33.6 B.1, 2 2, and 4, or for limits on lifting over seventeen pounds, and the Employer may not request written certification for those same accommodation requests.requests.
D. The Employer will not require a pregnant employee to take leave if another reasonable accommodation can be provided.
E. An The Employer, except for the limitations in Section 34.3 C above, can require the employee to provide written certification from her their treating health care professional regarding the need for a reasonable accommodation.
F. An The Employer does not have to create a position for an employee asking for a pregnancy accommodation 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.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Pregnancy Accommodations.
A. For purposes of this sectionSection, “pregnancy” includes the employee’s pregnancy and pregnancy 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 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 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 department State Department of labor Labor and industries Industries or the attending health care provider of the employee.
C. The Employer may deny a reasonable pregnancy 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.1Sections 34.5(B)(1), 2 and 4, or for limits on lifting over seventeen (17) 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 above34.5 C, can require the employee to provide written certification from her their 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.
Appears in 1 contract
Samples: Collective Bargaining Agreement
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 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;station;
4. Providing seating or allowing the employee to sit more frequently if their job requires them 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 department State Department of labor Labor and industries 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 34.5 B.1, 2 and 4, or for limits on lifting over seventeen (17) 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 above34.5 C, can require the employee to provide written certification from her their 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.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Pregnancy Accommodations. A. For purposes of this sectionSection, “"pregnancy” " includes the employee’s '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 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 's work station;
4. Providing seating or allowing the employee to sit more frequently if their her job requires them 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.
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(B)(1), 2 (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 Employeremployer, except for the limitations in Section 34.3 C (C) above, can require the employee to provide written certification from her their treating health care professional regarding the need for a reasonable accommodation.
F. An Employer 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.
Appears in 1 contract
Samples: Tentative Agreement
Pregnancy Accommodations. A. For purposes of this sectionSection, “pregnancy” includes the employee’s pregnancy and pregnancy pregnancy-related health conditions.conditions.
B. A pregnant employee may request a reasonable accommodation, which may include any of the following:
1. Providing more frequent, longer 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 stationworkstation;
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 Department of labor Labor and industries 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 The Employer may not claim undue hardship for the accommodations listed above in Section 34.3 Subsections 33.6 B.1, 2 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.provided.
E. An The Employer, except for the limitations in Section 34.3 C above, can require the employee to provide written certification from her their treating health care professional regarding the need for a reasonable accommodation.
F. An The Employer does not have to create a position for an employee asking for a pregnancy accommodation 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.
Appears in 1 contract
Samples: Collective Bargaining Agreement
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 21.3 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.
Appears in 1 contract
Samples: Collective Bargaining Agreement
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 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 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 department State Department of labor Labor and industries 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 34.5 B.1, 2 and 4, or for limits on lifting over seventeen (17) 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 above34.5 C, can require the employee to provide written certification from her their 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.
Appears in 1 contract
Samples: Collective Bargaining Agreement
