Reasonable Accommodations for Employees with Work Limitations related to Pregnancy, Childbirth, or Related Medical Conditions

I. Reasonable Accommodations for Employees with Work Limitations related to Pregnancy, Childbirth, or Related Medical Conditions

II. Who Does This Policy Affect

All HFC faculty, staff, and employees of the College

III. Purpose

This policy provides the College with authority to grant reasonable accommodations for pregnancy and pregnancy-related conditions.

The College supports faculty and staff as they balance family, professional and academic responsibilities. This policy provides a framework for possible accommodations to qualified pregnant and postpartum workers. These rights are also in accordance with the Family and Medical Leave Act of 1993 (FMLA), the Pregnancy Discrimination Act, the Pregnant Workers Fairness Act (PWFA), and the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act).

Henry Ford College extends reasonable workplace accommodations to employees with work limitations related to pregnancy, childbirth, or related medical conditions (“Covered Employees”). Covered Employees seeking accommodations should contact Human Resources to engage in an interactive process designed to ascertain reasonable accommodations that do not create an undue hardship for the College. A review of the essential functions of the employee’s position may be undertaken in assessing the requested temporary accommodations.

IV. Policy Statement

College employees have the right to be free from discrimination in the workplace because of pregnancy and pregnancy-related conditions, including but not limited to lactation or the need to express breast milk for a nursing child. The College will reasonably accommodate employees for pregnancy and pregnancy-related conditions, absent undue hardship for the College. It is unlawful and contrary to College policy to deny an employment opportunity or take adverse action against a Covered Employee because of pregnancy or a condition related to pregnancy, provided that the Covered Employee is capable of performing the essential functions of their position, with or without reasonable accommodation. Adverse action against Covered Employees who request or use reasonable accommodations is likewise prohibited.

To receive a reasonable accommodation an employee must notify Human Resources of their needs. Human Resources, in collaboration with the employee’s department, will engage in a good-faith interactive discussion with the employee about the employee’s specific temporary needs and the employee’s requested accommodation that could meet those needs. During this interactive process, the College may request and require that the employee seeking an accommodation provide sufficient medical documentation to allow the College to determine the precise nature and extent of the employee's restriction and to assess potential reasonable accommodations to the extent allowed by law under 42 U.S.C.A. § 12112.

V. Definitions

Condition related to pregnancy– can be during or after pregnancy. Examples include, but are not limited to, morning sickness and lactation.

Reasonable Accommodation – a modification or adjustment that allows a Covered Employee to perform the essential functions of their position. Examples may include, without limitation, a modified work schedule; more frequent or longer paid or unpaid breaks; time off, with or without pay, to attend to a pregnancy-related complication; providing equipment or seating; private space for expressing breast milk; and assistance with manual labor.

Undue Hardship – an action requiring significant difficulty or expense by the College.

VI. Responsible Party for Policy Interpretation/Review

Vice President of Human Resources

VII. Related Documents

Pregnant Workers Fairness Act (PWFA) PWFA Infographic (eeoc.gov)
Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act) Frequently Asked Questions – Pumping Breast Milk at Work | U.S. Department of Labor (dol.gov)
Procedures for Accommodations for Pregnant/Post-Partum Employees
Procedures for Parental Leave for Qualified Employees

VIII. Policy History:
a. Adopted by Board: April 15, 2024

This policy supersedes and replaces any and all policies related to this subject