Pregnancy Accommodation

Employees who are temporarily limited in their abilities to perform their jobs because of pregnancy, childbirth or related medical conditions may request a reasonable accommodation as is necessary and where required by law, so long as the accommodation does not pose an undue hardship on the business.  The pregnancy, childbirth or related medical condition need not constitute a disability and may be minor, modest and/or episodic or transitory in nature.  To determine if a reasonable accommodation is available, the Company will work with employees and applicants through the following interactive process:

The interactive process for accommodations is intended to be an open and thorough exchange of ideas and solutions for both the qualified individual and the Company.  Employees who believe they need an accommodation should promptly contact their Supervisor or Manager to start their interactive process.  Applicants should notify their point of contact in the hiring process of a need for an accommodation to start their interactive process.  The Company may also start the interactive process with an employee or applicant if it becomes aware of a potential need for accommodation through observation or by other means, including without limitation notice from an employee’s or applicant’s representative, a client, or a co-worker.  However, employees and applicants should not rely on the Company starting the interactive process through observation or other means of notice.  Employees and applicants are encouraged to start the interactive process when facing temporary limitations in performing their jobs.

Employees and applicants are required to cooperate with this process by providing all necessary information and requested documentation from healthcare providers supporting their qualification or need for accommodation and being willing to consider alternative accommodations when applicable.  The Company has the ultimate discretion to choose between potential reasonable accommodations.  The Company is committed to avoiding unnecessary delays for completing the interactive process and may provide eligible employees with an interim accommodation while engaging in this process.

The interactive process will be ongoing, with both the Company and employee having a right to request a modification, change or end to an existing accommodation, as needed.  Confidentiality over health information will be maintained as much as practical and permitted by law and will only be shared with those who have a need to know.  

No employee or applicant will be subject to retaliation for requesting or using an accommodation under this policy. If you believe you are being retaliated against for exercising your right to accommodation, you should report this violation of Company policy to any one of the following management members:  your Supervisor; any Manager; or the Owner.  Supervisors and Managers must report violations of this policy immediately to the Owner.

Notwithstanding the Company’s commitment to provide reasonable accommodations pursuant to this policy and the law, the Company is not required to create a new or additional job position, or change another employee’s job, in order to accommodate an employee requesting an accommodation.