Employees have the right to be free from discriminatory or unfair employment practices because of pregnancy, a health condition related to pregnancy, or the physical recovery from childbirth.
Employees and applicants for employment who are otherwise qualified for a position may request a reasonable accommodation related to pregnancy, childbirth, breastfeeding, or a health condition related to pregnancy or the physical recovery from childbirth. If an employee requests an accommodation, the University will engage in a timely, good-faith, and interactive process with the employee to determine whether there is an effective, reasonable accommodation that will enable the employee to perform the essential functions of their position. 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 health care 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 Human Resources.
The University will not require an employee to terminate employment, deny employment opportunities or retaliate against an employee because of an employee's request 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. An employee will not be required to take leave or accept an accommodation that is unnecessary for the employee to perform the essential functions of the job.
UT employees see State supplement.