Yes. Employees who are breastfeeding must be provided with a private space and reasonable time during the workday to express breast milk at work. The private space must be out of view of others but cannot be a bathroom. Breastfeeding employees may be allowed to flex their schedules or take more frequent breaks to pump ...
Read More Does the department need to provide reasonable accommodations for breastfeeding employees who need to express milk in the workplace?
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Yes. Under State law, if the employee provides notice to the department or the department has actual knowledge of domestic or sexual violence victim status, the department should work with the employee on providing reasonable safety accommodations. The employee knows the circumstances of his/her/their situation and is usually best able to determine the threats to ...
Read More Does the department need to provide reasonable accommodations for an employee who is a domestic or sexual violence victim?
Yes. The department is required to provide reasonable accommodation to applicants or employees who have sincerely held beliefs in a religion, even if the religion is not widely known. Religious observances or practices may include attending worship services, praying, wearing religious garb or symbols, displaying religious objects, adhering to certain dietary rules, proselytizing or other ...
Read More Does the department need to provide reasonable accommodations for the practice or observance of a religion?
Generally, pregnancy is not a qualifying disability under the RA Policy unless complications due to being pregnant arise and result in a disability. For example, gestational diabetes (i.e. diabetes due to pregnancy) is a covered disability. Even if an employee does not have a covered disability relating to their pregnancy, departments are required to similarly accommodate pregnant employees who have pregnancy-related difficulties with their job ...
Read More Does the department need to provide reasonable accommodations for pregnancy?
Medical information received as part of the reasonable accommodation process is kept confidential and is only disclosed on a business need to know basis. If you voluntarily disclose your medical condition to your co-workers, supervisors or other individuals, this voluntary disclosure is not covered by the ADA’s confidentiality provisions. If you have been communicating only ...
Read More Can the department disclose medical information I provide?
Most likely, yes. As part of the interactive process, you may be requested to provide information that enables the department to determine whether you have a disability, why a reasonable accommodation is needed due to your disability, and how a reasonable accommodation will enable you to perform the essential functions of your job. You will ...
Read More Will I have to provide medical information as part of the reasonable accommodation process?
No. Only job applicants and employees with covered disabilities are entitled to reasonable accommodations. Although you would not be eligible for a reasonable accommodation, you should not be treated differently from other employees because of your association with a person with a disability. For example, if you’re requesting to flex your schedule one day a ...
Read More If I’m associated with someone who has a disability, can I get a reasonable accommodation even if I don’t have a disability of my own?
The employee and/or supervisor should immediately inform the departmental RA Coordinator. The RA Coordinator will need to have a discussion with the employee and may need additional information from the employee’s medical provider to explore other reasonable accommodation options.
Each request for reasonable accommodation is different because the nature and extent of a person’s medical condition, type of job, and work environment will vary. In the case of a job applicant, the department just needs to provide a reasonable accommodation that will make it possible for the applicant to fully participate in the application ...
Read More How will the department select a reasonable accommodation?
No. If your disability isn’t obvious or known to the department, and you’ve never indicated having difficulty with an aspect of work due to the disability, the department cannot assume you need a reasonable accommodation.