Pregnancy and Parental Resources

Under WSU leave provisions (UPPM 60.56 Faculty and Administrative Professional Personnel Leave and 60.57 Civil Service Leave) employees who are unable to perform their job duties duties due to a disability may be eligible up to four months of Disability Leave,that will run concurrently with FMLA if on that leave provision.
In other words, if on FMLA, eligible employees are eligible for one more month of Disability Leave after the FMLA entitlement is exhausted.  Disability Leave may only be taken on a full-time basis.

Disability Leave only covers leave for employee’s medical conditions and is not available to use for family members.  

Civil Service, Administrative Professional and Faculty employees are eligible for Disability Leave. Bargaining unit employees are to refer to the appropriate collective bargaining agreements.

Employees may use accrued sick leave, annual leave, compensatory time, personal holiday and leave without pay while on Disability Leave.

To maintain eligibility for continuation of employer‑paid benefits, employees would need to are required to use a minimum of eight (8) hours of accrued paid leave per month while on Disability Leave. The required eight hours of paid leave must be used on the first working day of the month.

If the Disability Leave is taken due to pregnancy or childbirth, an employee may move in and out of pay status within the same month.

If the Disability Leave is not related to pregnancy or childbirth, an employee may not move in and out of paid status and must remain either in paid or unpaid status for the month, except being able to use 8 hours of leave on the first working day of the month to maintain benefit eligibility.

To apply for Disability Leave, request a Leave of Absence in Workday. Review the Workday reference guide, Employee Request a Leave of Absence. The health care provider continues to complete the Health Care Provider Statement. 

In Workday: Employees who have applied and are approved for a LOA, will see the approved LOA “designation” on their Absence Calendar for the duration of the LOA, whether it be needed on a full-time part-time or intermittent time off basis. This designation allows a person on the designated leave(s) to have access to and utilize time offs specific to that LOA designation.   

Under state and federal law employers are required to provide specific civil rights protections for pregnant employees. A pregnant employee has the right to the following accommodations: 

• Modifications or adjustments to a job application process; 

• Frequent/longer/flexible restroom breaks and breaks to eat/drink, and rest*; 

• Modifications to 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; 

• Temporary exemption from or temporary transfer to a less strenuous or hazardous position; 

• Flexible hours (due to morning sickness or prenatal visits)*; 

• Access to closer parking**

• Appropriately sized uniforms and safety apparel; and 

• Providing any further accommodations the employee may need. 

* Please note additional break time or other time away from work may require the employee to take leave, should the time exceed designated meal and rest breaks. 

** Regular parking fees will apply. 

It is the employee’s responsibility to inform the supervisor or HRS that they need a reasonable accommodation in order to perform their job functions.

To apply for Reasonable Accommodation, an employee may complete the Pregnancy Accommodation Request form.

Note: Supporting medical documentation may also be needed. Additionally, the Reasonable Accommodation Medical Release Statement may also be completed by the employee.

Please return all forms to Medical Leave and Accommodation.  

• Reasonable break time for an employee to express breast milk for two years after the child’s birth and each time the employee has a need to express milk.* 
• A private location, other than a bathroom, if a location exists at the place of business or worksite which may be used by the employee to express breast milk. 
• If the business location does not have a space for the employee to express milk, the employer will work with the employee to identify a convenient location and work schedule to accommodate their needs. 

* Please note additional break time or other time away from work may require the employee to take leave, should the time exceed designated meal and rest breaks. 

It is the employee’s responsibility to inform the supervisor or HRS that they need a reasonable accommodation in order to perform their job functions.

To apply for Reasonable Accommodation, an employee may complete the Pregnancy Accommodation Request form.

Note: Supporting medical documentation may also be needed. Additionally, the Reasonable Accommodation Medical Release Statement may also be completed by the employee.

Please return all forms to Medical Leave and Accommodation.