Common use of Pregnancy Accommodation Clause in Contracts

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. 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 the job requires them to standstanding; and 4. Restricting lifting to seventeen pounds (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. 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 then 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. 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 ’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 ’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 ’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 ’s request for reasons of significant difficulty or expense.

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 then to stand; andand DocuSign Envelope ID: 6627DB85-CCCA-4DB8-8867-5ABF2506CA61 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.