apply the law that provides the greatest benefit to employees. If leave is provided as a reasonable accommodation, such leave may run concurrently with leave under the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.
The Company will not discriminate or retaliate against employees for requesting an accommodation.
2.3 Accommodations for Pregnancy, Childbirth, and Related Medical Conditions CREA, LLC recognizes the importance of supporting employees experiencing limitations related to pregnancy, childbirth, or related medical conditions by providing reasonable accommodations. We are committed to complying with the federal Pregnant Workers Fairness Act (PWFA) and any applicable state or local laws offering additional protections.
Examples of reasonable accommodations include:
Additional break time for restroom use, meals, hydration, and rest. Seating options allowing for sitting or standing as needed. Schedule changes, part-time work, and paid and unpaid leave. Flexible work hours to accommodate medical appointments and physical needs. Telework (remote work). Closer parking spots to the workplace entrance. Light duty. Making existing facilities accessible or modifying the work environment. Job restructuring. Temporarily suspending one or more essential functions of your job. Acquiring or modifying equipment, uniforms, or devices. Adjusting or modifying examinations or policies. If you require an accommodation, notify your manager. In instances where the need for a particular accommodation is not obvious, you may be asked to provide: The reason an accommodation is needed. A description of the proposed accommodation. Information on how the accommodation will effectively address your limitations.
Medical documentation will not be required in the following situations:
When the limitation and need for an accommodation is obvious. If the Company is already aware of the limitation due to previous disclosures. When requesting accommodations such as additional restroom breaks, fluid intake, food breaks, or seating arrangements, which are considered presumptively reasonable.
For any lactation accommodations.
When a similar accommodation has been provided to other employees without requiring documentation.
The Company will engage in an interactive process with you to identify suitable accommodations. While we strive to accommodate all requests, certain accommodations may not be provided if they would result in undue hardship to the Company. Factors considered include the nature and cost of the accommodation, the overall financial resources of the facility, and the impact on operations, including safety and efficiency. If leave is provided as a reasonable accommodation, it may run concurrently with leave under the federal Family and Medical Leave Act (FMLA) and/or any other applicable leave as permitted by law. The Company strictly prohibits retaliation against employees who request or utilize an accommodation under this policy.
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