Common use of Pregnancy Accommodations Clause in Contracts

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. 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 her job requires them 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 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. 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 their 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 seventeen (17) pounds; and 5. Any further pregnancy accommodation an employee may need, and 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. 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 her job requires them 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 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. ‌ 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.