Page 23 - bqg_employee_handbook

Appendix A A CONNECTICUT ADDENDUM
Pregnancy Accommodations
In compliance with Connecticut law BQG will not discriminate against a a a a a a a a a a a a a team team team member member member or or or prospective team team team member member member in in in in in in the the terms or or or or conditions of the the the team team team team team member’s employment in in in in in in in relation to to pregnancy childbirth or or or or a a a a a a a a a a a a a a a a a a a a a a a related condition condition including but not not limited to to to lactation BQG will not not limit limit segregate or or or or classify a a a a a a a a a a a a a a a a a team team team team member member member member in in in in a a a a a a a a a a a a a a a a a way that would deprive the the the team team team team member member of employment opportunities due to to the team team member’s pregnancy BQG BQG will endeavor to to to provide reasonable accommodations for conditions related related to to to pregnancy childbirth or or or a a a a a a a a a a a a a a a related related condition condition including but but not not limited limited to to to to to lactation unless the accommodation accommodation accommodation would pose an an undue hardship on on on on on on on on on on on BQG’s business Such accommodations include but but are not not be be limited limited to: being permitted to to to sit while working more frequent or or or or or or longer breaks periodic rest rest assistance with manual labor job restructuring light duty assignments modified work work work schedules temporary transfers to to less strenuous or or or or or or or hazardous work work time time off to to recover from childbirth or or or or or or or break time time and appropriate facilities for expressing breast milk BQG will not not force a a a a a a a a a a a a a a a a a team team team team member member member member or or or prospective team team team team member member member member affected by pregnancy to to accept a a a a a a a a a a a a a a a a a reasonable accommodation if such team team team team team member member member member member or or or or or person seeking employment does does not not not have a a a a a a a a a a a a a a a a a a a a a a a a a a known limitation related related to to to to the the the team team team team team member’s member’s pregnancy or or or or does does not not not not require a a a a a a a a a a a a a a a a a a a a a a a a reasonable reasonable accommodation accommodation to to to to to perform the the the the essential duties related related to to to to to the the the the team team team team member’s member’s employment This includes but is is not not not limited to to to to to to forcing a a a a a a a a a a a a a a a a a a a a a a a a a a team team team member member member to to to to to to take leave if another reasonable reasonable accommodation accommodation can be be be provided to to to to a a a a a a a a a a a a a a a a team team member’s condition condition related related to to to to the the pregnancy childbirth or or a a a a a a a a a a a a a a a a related related medical condition condition BQG BQG will will not not retaliate against a a a a a a a a a a a a a a team team team member member member in in the the the terms conditions or or privileges of the the the team team team member’s member’s employment based upon such team team team team team team team member’s member’s member’s request for a a a a a a a a a a a a a a a a a a a a reasonable accommodation under this policy Further BQG BQG will will not not deny employment opportunities to to to a a a a a a a a a a a a a a a a a a a a a a a team team team team team member member member member member or or or or or or prospective prospective team team team team team member member member member member due to to to a a a a a a a a a a a a a a a a a a a a a a a team team team team team member’s member’s member’s or or or or or or prospective prospective team team team team team member’s member’s request for a a a a a a a a a a a a a a a reasonable accommodation related related to to to pregnancy childbirth or or or or or a a a a a a a a a a a a a a a related related medical condition If team members have any questions about or would like to to request a a a a a a a a a a a a a reasonable accommodation pursuant to to this policy they should contact the Human Resources Department ILLINOIS ADDENDUM
Pregnancy Accommodations
In compliance with with Illinois Illinois law for its Illinois Illinois employees employees BQG will will not discriminate against an an an an an an an employee employee employee because of pregnancy pregnancy will will will will engage in in in in in in in a a a a a a a a a a a a a a a a a a a a a a a a a a timely good faith and and meaningful exchange with with employees employees affected by pregnancy pregnancy childbirth or or or related conditions and and will will will endeavor to provide a a a a a a a a a a a a a a a a a a a a reasonable accommodation unless doing so so will will will impose an an an an an an undue hardship on on on on on on the ordinary operation of BQG’s business Such accommodations include modifications or or or or or or or adjustments to to to the the work environment or or or or or or or circumstances under which the the employee’s position is is customarily performed including but not limited to to to more frequent or or or or or or or or or longer bathroom bathroom water intake or or or or or or or or or rest breaks private non-bathroom space for for expressing breast breast milk and breastfeeding seating accommodations or or or or or or or or or or or acquisition or or or or or or or or or or or modification modification of of equipment assistance with manual labor light duty or or or or or or or or or or or a a a a a a a a a a a a a a a a a a a a a a a a a a a a a temporary transfer to a a a a a a a a a a a a a a a a a a a a a a a a a a a a a less strenuous or or or or or or or or or or or non- non- hazardous position position job restructuring or or or or or or or or or or or a a a a a a a a a a a a a a a a a a a a a a a a a a a a part-time or or or or or or or or or or or modified work schedule appropriate adjustment or or or or or or or or or or or modifications of of examinations or or or or or training materials assignment to a a a a a a a a a a a a a a a vacant position position or or or or or providing leave BQG BQG will will not not not not require an an an an employee employee to to to accept an an an an accommodation accommodation that she she did did not not not not request or or or to to to which she she did did not not not not agree nor will will BQG BQG force an an an an employee employee to to take leave if another reasonable accommodation accommodation is available Pregnant employees may request reasonable accommodations by contacting Human Resources BQG may require require certification certification certification from the the the the employee’s health care provider concerning the the the the need for for a a a a a a a a a a a a a a a a reasonable accommodation to to the the the the the the same extent such a a a a a a a a a a a a a a a a a a a a a a a a a certification certification certification is is required for for for other conditions related to to a a a a a a a a a a a a a a a a a a a a a a a a a disability A certification certification certification should include: (1) medical medical justification for for the the the the the the the the requested accommodation(s) accommodation(s) accommodation(s) (2) a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a description of of the the the the the the the the reasonable reasonable accommodation(s) accommodation(s) accommodation(s) medically advisable advisable (3) the the the the the the date the the the the the the accommodation(s) accommodation(s) accommodation(s) accommodation(s) became advisable advisable and (4) the the the the the the probable duration of of the the the the the the reasonable reasonable accommodation(s) BQG BQG will will not not deny employment employment opportunities or or take adverse employment employment action against against employees based on on on on on the employer’s need to make a a a a a a a a a a a a a a a a a a a a a a reasonable accommodation accommodation and BQG BQG will will not not retaliate against against an an an an employee employee who requests an an an an accommodation accommodation or otherwise exercises her her rights under the the Illinois Human Rights Act The The Illinois Illinois Human Human Rights Rights Act is is is enforced by by the the the the Illinois Illinois Department of of of o Human Human Rights Rights (“IDHR”) The The charge process for for violations of of of o the the the the law can be initiated by by contacting the the the the IDHR at at at any of of of o these offices:
Chicago Office
100 W Randolph St 10th Floor Intake Unit Chicago IL 60601 (312) 814-6200
Springfield Office
222 South College Room 101-A Intake Unit Springfield IL 62704 (217) 785-5100
Marion Office
2309 West Main St Suite 112 Intake Unit Marion IL 62959 (618) 993-7463
Any employee who believes he he he he or or or she has experienced or or or become aware of of a a a a a a a a a a a a a violation of of this policy policy should refer to the the “Harassment and and and Discrimination Policy and and and Complaint Procedures” policy policy in in in in the the the Team Member Handbook for instructions on on on on how to to report the matter to to BQG 20