Equal Employment Opportunity/Unlawful Harassment/Other Accommodation
As set forth in the National Handbook, RVU is dedicated to the principles of equal employment opportunity. We prohibit unlawful discrimination against applicants or employees on the basis of age 40 and over, race, sex (including pregnancy, childbirth, pregnancy-related conditions, breastfeeding, or medical conditions related to breastfeeding), color, religion, national origin, disability, military status, genetic information, sexual orientation, gender identity or any other class or expression protected by applicable state or local law. This prohibition includes unlawful harassment based on any of these protected classes. Unlawful harassment includes verbal or physical conduct which has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment. This policy applies to all employees, including managers, supervisors, co-workers, and non-employees such as customers, clients, vendors, consultants, etc.
Accommodations for Pregnancy, Childbirth, Breastfeeding, or Related Conditions
Employees and applicants for employment who are otherwise qualified for a position may request a reasonable accommodation related to pregnancy, childbirth, breastfeeding, or a related condition. A reasonable accommodation will be provided unless it imposes an undue hardship on the University's business operations.
The University may require that an employee provide a certification from their healthcare provider detailing the medical advisability of the reasonable accommodation. A certification will not be required when an employee requests more frequent restroom, food, or water breaks as an accommodation.
Employees who have questions about this policy or who wish to request a reasonable accommodation under this policy should contact their supervisor or Human Resources.
The University will not require an employee to terminate employment or deny employment opportunities because of an employee's need for a reasonable accommodation related to pregnancy, childbirth, breastfeeding, or a related condition unless the requested accommodation would create an undue hardship on the University's business operations.