果冻传媒

The PWFA is a federal law that is effective as of June 27, 2023. This law requires that employers, including The University of Toledo, provide reasonable accommodations based on an employee鈥檚 known limitations due to pregnancy, childbirth, or a related medical condition.

If you need accommodations (modifications to the job, environment, policy, or practice) to manage those limitations, contact the Office of HR Compliance. HR Compliance is responsible for facilitating the process for PWFA accommodation requests. You can contact the office at at HRCompliance@果冻传媒.Edu, 419-530-4747, or visit our website at HR Compliance.

You do not need to provide your supervisor with any medical documentation. However, during the PWFA process, you may be asked to provide additional information, including clarification of your limitations.

Yes, however, you must utilize available paid time off balances. If you do not have paid time off available, you will need to request unpaid time off. Reach out to HR Compliance if you need assistance.

Once you contact HR Compliance, we will work with you to understand any limitations you are experiencing due to pregnancy, childbirth, or a related medical condition. This will include asking you to complete an attestation with this information or providing additional clarification if needed. HR Compliance will then try to identify what accommodations may be effective or appropriate based on the limitations shared.

HR Compliance will then contact your supervisor and any appropriate partners to discuss the requested accommodations and how they impact the unit, its operations, and other considerations. Based on this information, our office will help determine what, if any, reasonable accommodations must be provided to you under the PWFA.

HR Compliance will initiate a reevaluation of any accommodations provided depending on the nature of the accommodation. During this reevaluation, HR Compliance will work with you and your supervisor to assess whether any ongoing requests are reasonable or if an alternative process (such as under the ADA accommodation process) should be initiated.

At any time, you or your supervisor can contact HR Compliance if there are questions or concerns about the accommodations provided. This can include questions about needing to identify new accommodations or modify the existing arrangement.

The PWFA requires that the University provide 鈥渞easonable accommodations.鈥� What is reasonable will depend on the specific accommodations requested and how those accommodations impact your department, the department鈥檚 operations, and other considerations. It is a decision that is made on a case-by-case basis, taking into account all relevant information.

An accommodation is a modification to the job, the environment, policy, or practice which will address the limitations you are experiencing due to pregnancy, childbirth, or a related medical condition. Therefore, what accommodations you may need will be based on your individual experience. HR Compliance will work with you to understand your limitations, how those limitations arise within your role, and then brainstorm potential accommodations that might effectively address those limitations. You should let HR Compliance know if you have ideas for potentially effective accommodations. Similarly, HR Compliance will also identify effective alternatives that may be considered.

You may withdraw your request for PWFA accommodations at any time. This typically will not require you to submit a medical note clearing you to resume work without accommodations.

The PWFA anticipates that many of the accommodations will be temporary in nature. HR Compliance will work with you and your supervisor to understand any ongoing need for accommodations and whether those accommodations are reasonable in light of the extended time period. HR Compliance will also determine if you should pursue continuing accommodations through the ADA process if appropriate.

If you would like additional information on access to leaves of absence, such as FMLA, you can find out more information at /depts/hr/leave/ or you may reach out to our Leaves of Absence team directly at LeaveOfAbsence@果冻传媒.edu. If you currently have an FMLA or are not eligible for FMLA at this time, we can explore ADA leave or non-FMLA HR leave options that may be available to you.

Any questions or concerns can be directed to HR Compliance at: HRCompliance@果冻传媒.Edu