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Wausau committee adopts reasonable accommodations policy for pregnant workers
Summary
The human resources committee approved new language to the employee handbook outlining reasonable accommodations for pregnant workers consistent with the PWFA; committee members confirmed that post-childbirth issues would be handled under FMLA or ADA as appropriate.
The City of Wausau Human Resources Committee approved a new reasonable-accommodations policy for pregnant workers that lists qualifying accommodations and the required request procedure; the committee approved the policy by unanimous vote.
The HR Director described the policy as an update to the handbook that "outlines, a little more granularly the items which will qualify for an accommodation request," listing examples such as extra rest breaks, flexible scheduling, additional bathroom breaks, and access to water. The HR Director said these accommodations are afforded to those who are pregnant "underneath the PWFA" (Pregnancy Workers Fairness Act) and the policy includes the procedure and accommodation request form.
A committee member asked whether the policy extends beyond childbirth and was told that post-childbirth needs would be evaluated under separate protections: "FMLA" for job-protected leave and the Americans with Disabilities Act (ADA) or short-term disability policies for other accommodations. The HR Director said short-term disability or FMLA could apply for complications and that ADA standards govern accommodations beyond the policy's scope.
The committee voted to accept the new policy; the motion was moved by a committee member and seconded by Killian. The motion passed unanimously. The update was characterized as an alignment with federal guidelines rather than a response to a specific complaint.
No additional implementation dates or reporting requirements were specified at the meeting.
