Pregnancy and Parental Related
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The below information is provided to assist you navigate WSU provision(s) for pregnancy and parental related leaves and accommodations that may be available to you.
Family Medical Leave
Overview and Entitlements
Pursuant to the Family Medical Leave Act (FML) of 1993 employees may be eligible for up to 12 weeks of unpaid, job-protected leave in a 12-month rolling year when the leave is taken for purposes of:
- Incapacity due to pregnancy, prenatal medical care or child birth
- To care for the employee’s child after birth, or placement for adoption or foster care;
- To care for the employee’s spouse, son, daughter or parent, who has a serious health condition;
- A serious health condition that makes the employee unable to perform the employee’s job
- Any qualifying exigency arising out of the fact that a spouse, son, daughter, or parent is a military member on covered active duty or call to covered active duty status
An eligible employee will need to have worked for the State of Washington for at least 12 months and worked at least 1,250 hours in the 12 months immediately preceding their period of leave.
Not Eligible for FML? See:
Use of Accrued Leave
FML may be taken as paid or unpaid leave, upon the discretion of the employee and as identified in WSU policies. Employer paid medical benefits will remain effective during the FML period as long as the monthly premiums are paid. An employee may move in and out of pay status while on FML
Leave Limitations for Spouses of the Same Employer
Eligible spouses who are both WSU employees and eligible for FML are limited to a combined total of 12 workweeks of family leave for the following reasons:
- Birth of the employees’ child and care of the newborn child
- For adoption or foster care placement
- Or for the care of a parent with a serious health condition
To apply for FML, the employee completes the Employee Leave Request form and the health care provider completes the Health Care Provider Statement. Both forms are available on the forms page. Return both forms to Human Resource Services (HRS). The contact information can be found on the HRS contacts page.
Upon receipt of the forms, HRS will determine the employee’s eligibility for FML as well as other Federal, State, and University medical leave provisions. When possible, the forms should be returned 30-days prior to the start of the medical leave.
Please note, in some circumstances WSU cannot allow an employee to return to work from a period of medical leave without the release of their Health Care Provider. Prior to an employee’s return to work they should complete and submit the Work Assessment / Return to Work form available on the forms page.
- Family Medical Leave Act of 1993
- BPPM 60.56: Faculty and Administrative Professional Personnel Leave
- BPPM 60.57: Civil Service Employee Leave
- Lactation Guidelines
Questions? Contact Disability Services.
Overview and Entitlements
Effective July 23, 2017, all Washington State employers are required to provide providing specific civil rights protections for pregnant employees. A pregnant employee has the right to the following accommodations:
- Providing frequent, longer, or flexible restroom breaks;
- Modifying a no food or drink policy;
- Providing seating or allowing the employee to sit more frequently; and
- Limiting lifting to 17 pounds or less.
*In addition, a pregnant employee may have rights to other workplace accommodation(s), as long as there is no significant difficulty or expense to the employer. These are:
- Job restructuring, including modifying a work schedule, job reassignment, changing a work station, or providing equipment;
- Providing a temporary transfer to a less strenuous or hazardous position;
- Scheduling flexibility for prenatal visits;
- Providing any further accommodations the employee may need.
To Apply for a Pregnancy Accommodation
It is the employee’s responsibility to inform the supervisor or HRS that he or she needs a reasonable accommodation in order to perform her job functions. To apply for Reasonable Accommodation, an employee may complete the Reasonable Accommodation Request form.
Supporting medical documentation may also be needed*. If needed, the Health Care Provider can complete the Reasonable Accommodation Health Care Provider Statement. Additionally, the Reasonable Accommodation Medical Release Statement may also be completed by the employee. All forms are available on the forms page. Please return all forms to HRS. The contact information can be found here.
Families First Coronavirus Response Act
High-Risk Employee – Workers’ Rights- Accommodations
Paid Family and Medical Leave