Pregnancy Accommodations

The University of Wyoming is dedicated to providing employees with reasonable accommodations to address limitations they may experience due to pregnancy, childbirth, or a related medical issue, and breastfeeding.

The following steps give a general outline for an applicant or employee to initiate the reasonable accommodation request process due to pregnancy, childbirth, breastfeeding or a related medical issue:

1. Fill out the Pregnancy Related Accommodation Request for Employees form. If the employee makes a request to a supervisor, the employee should be directed to Human Resources. However, the University will not deny an accommodation if the employee fails to fill out this form. 
2. When Human Resources receives a copy of the form, they will make contact with the employee if medical information and/or further documentation is needed by the University from a Health Care Provider. 
3. Based upon the information provided, Human Resources will meet with the employee or applicant to discuss what kind of accommodations might be appropriate and whether there are any alternatives.
4. Human Resources will notify and meet with an employee’s supervisor to discuss the requested accommodations.
5. Human Resources will also evaluate any reasonable, effective alternatives to the requested accommodations.
6. An employee will only be placed on leave if they explicitly request this or there are no reasonable accommodations that would enable them to remain at work. This can include temporarily removing essential functions of the job.
7. The employee will be notified in writing once a final decision is made regarding their requested accommodation/s.
8. If an accommodation/s are approved, Human Resources will reevaluate any accommodations after the end of the pregnancy.  If the accommodations are related to childbirth or a related medical condition, Human Resources will reevaluate the accommodations six months after the accommodations are initially granted. The reevaluation will include assessing ongoing reasonableness and whether other processes should be initiated (such as under the ADA).
9. If the accommodation is not granted, or if you are not satisfied with the accommodation that is granted, then you can make a request in writing for an additional review by the ADA Coordinator within 10 calendar days, by emailing adacoordinator@uwyo.edu, excluding school holidays, of the determination of accommodations. If you have additional documentation to help with the review, submit that documentation at the same time you are submitting your additional request in writing. The ADA Coordinator will review, make a decision, and notify the employee of the decision within 10 calendar days, excluding school holidays, of receipt of the employee’s request for review. This decision is final.
10. University Regulation 4-2 (Discrimination and Harassment) pertains to discrimination and harassment, including discrimination based on a disability.  For more information on the regulation and complaint procedures, contact the Equal Opportunity Report and Response (EORR) office at report-it@uwyo.edu or 307-766-5200.

Additional Resources:

• Americans with Disability Act ADA Accommodation - UW employee Benefit webpage
• Campus Lactation Program and Lactation Locations
• Family and Medical Leave - UW employee Benefit webpage
• U.S. Equal Employment Opportunity Commission website - what you should know about the Pregnant Workers Fairness Act
• U.S. Department of Labor: FLSA Protections to Pump at Work