3. Pregnancy Disability Leave, Accommodations And Transfers
Any employee who is disabled by pregnancy, childbirth or a related medical condition may take an unpaid pregnancy disability leave. Conditions for which leave is available include prenatal care, severe morning sickness, doctor-ordered bed rest, childbirth and recovery from childbirth. Pregnancy disability leave is available for the actual period of disability as certified by the employee’s health care provider, up to a maximum of four (4) months per pregnancy. If the employee is FMLA Eligible, pregnancy disability leave does not count against the employee’s 12-week entitlement to family care or medical leave, above, but will count against these leave entitlements if the employee is not FMLA Eligible. Pregnancy disability leave may be taken intermittently or on a reduced work schedule, depending on the nature of the employee’s pregnancy disability and the recommendation of her health care provider. In addition, an employee who is affected by pregnancy or a related medical condition is eligible for reasonable accommodation, including transfer to an available position or duties that are less strenuous or hazardous. The employee must provide the School with a certification from her health care provider stating the nature of the accommodation or transfer requested, that the accommodation or transfer is medically advisable, and the period during which the accommodation/transfer is needed. 4. Military Exigency Leave FMLA-eligible employees may take a Military Exigency Leave to deal with a qualifying exigency related to or affected by the active military duty or call to active military duty in the Armed Forces, National Guard or military reserves of the employee’s spouse, child or parent. Qualifying exigencies include (1) the deployment on short notice of the family member; (2) military events and related activities; (3) childcare and school activities; (4) financial and legal arrangements; (5) counseling; (6) rest and recuperation; (7) other post- deployment activities; and (8) miscellaneous activities on agreed to by the School and the employee in terms of timing and duration of leave. The maximum period of leave is up to 12 weeks in a 12-month period, offset by any family care, military caregiver, or medical leave taken in that period. In addition, all eligible employees (including employees who are not necessarily FMLA-eligible) are also entitled to “Leave for Military Spouses,” which is described in the policy below. 5. Military Caregiver Leave FMLA-eligible employees may take a Military Caregiver Leave to care for a spouse, son, daughter, parent or next of kin who is a member or former member of the Armed Forces and who is undergoing medical treatment, recuperation or therapy, is in outpatient status, or on the temporary disability retired list, for a serious illness or injury that was incurred in the line of duty while on active duty and incurred within five years prior to the treatment,
2016-2017
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