Page 20 - Post Handbook Update 7-18-23

CHAPTER 3: INCLUSIVE WORKPLACE/CULTURE
Associates with a disability who believe they need a reasonable accommodation(s) to perform the essential functions of their job is responsible for promptly contacting the Associate Experience team to engage in interactive problem solving dialogue.
In addition, associates or job applicants who have questions regarding this policy or believe that they have been discriminated against based on a disability should promptly notify Associate Experience. These inquiries will be treated as confidential to the extent practical given the circumstances involved. Associates may raise related good faith complaints without fear
of reprisal.
PREGNANCY SUPPORT
In resolving associate issues, Post’s approach is
simple – do the right thing in a way that aligns with
the University’s fundamental beliefs or core values as discussed in the beginning of this Handbook. As Post University associates experience pregnancy and/or child birth, certain benefits are available for those who meet eligibility requirements under this policy. The University utilizes a variety of family friendly policies such as the Pregnancy Support Policy to demonstrate sensitivity
to the needs of expectant associates. The University prohibits discrimination and harassment against an associate because of pregnancy. For purposes of this policy, “pregnancy” also extends to childbirth or a related condition including, but not limited to, lactation.
The University’s policy is to treat associates experiencing pregnancy in the same manner as other associates unable to work because of their physical condition in
all employment aspects, including recruitment, hiring, training, promotion and benefits. As such, the University will also provide a reasonable accommodation to any associate or person seeking employment due to their pregnancy unless such accommodation would impose an undue hardship. With guidance from Associate Experience, the University will determine on a case- by-case basis whether a requested accommodation is reasonable or would create an undue hardship.
The University will also provide pregnant associates
a reasonable leave of absence for a medical condition resulting from pregnancy and will reinstate the associate to their original job or to an equivalent
position with equivalent pay and accumulated seniority and fringe benefits upon formally communicating to Associate Experience an intent to return unless the circumstances have so changed as to make it impossible or unreasonable to do so. If, due to a pregnancy, an associate develops a need for an accommodation to perform the essential functions of their job, the associate is required to contact the Associate Experience team and engage in a collaborative, interactive process to determine any reasonable accommodation that would allow the associate to satisfactorily perform their essential job duties.
Associates should also promptly notify Associate Experience with any questions regarding this policy or if they believe they have been discriminated against or harassed based on pregnancy, or retaliated against in any way for requesting an accommodation due to pregnancy. All such inquiries or complaints will be investigated and will be treated as confidential to the extent practical given the circumstances. Associates may raise a good faith complaint of illegal discrimination or harassment due to pregnancy without fear of reprisal.
BREAST FEEDING
Any associate who is a nursing mother is eligible to take a reasonable amount of break time to express breast milk for the associate’s infant child each time the associate has a need to express breast milk. Unlike at some other employers, at Post occasional breaks for this purpose
are paid as a family friendly benefit. If working on Post premises, Post will provide a private location other than a restroom for the associate to express milk. Please contact the Associate Experience Team for related information.
POST UNIVERSITY ASSOCIATE ROADMAP HANDBOOK
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