Page 17 - SPM Employee Handbook
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Employee Handbook
Schultes Precision Manufacturing, Inc.
Disability Accommodation
The Company complies with federal and state disability regulations, including the Americans with Disabilities Act (ADA). Qualified applicants or employees who inform the Company of a physical or mental disability requiring accommodation in order for them to perform the essential functions of their jobs should inform their supervisor and Human Resources of this so that we can together discuss what accommodations are available and appropriate (see Disability Accommodation Policy-SPM).
Procedure for reasonable accommodation requests:
• Employee advises Human Resources or supervisor of the need for accommodation. Employee completes a Request for Accommodation form and gives it to his or her supervisor.
• The accommodation request will be discussed with the employee and the employee's supervisor(s).
• The employee may be required to provide documentation supporting a disability, including medical certification.
• If a reasonable appropriate accommodation is readily available, the request will be approved and the accommodation implemented.
• If an accommodation is not readily ascertainable, the matter will be pursued further with assistance from appropriate external resources.
The Company will consider the request but reserves the right to offer its own accommodation to the extent permitted by law. Some, but not all, of the factors that the Company will consider are cost, the effect that an accommodation will have on current established policies, and the burden on operations -- including other employees -- when determining a reasonable accommodation.
Pregnancy and Maternity Leave
If an employee is temporarily unable to perform her job due to pregnancy, SPM will treat her the same as any other temporarily disabled employee, for example, by providing modified tasks, alternative assignments, disability leave, or leave without pay.
Pregnant employees must be permitted to work as long as they are able to perform their jobs. If an employee has been absent from work as a result of a pregnancy-related condition and recovers, SPM will not require her to remain on leave until the baby’s birth. SPM does not have a rule that prohibits an employee from returning to work for a predetermined length of time after childbirth.
The Company will hold open a job for a pregnancy-related absence the same length of time jobs is held open for employees on sick or disability leave.
Additional Provisions
Pregnant employees may have additional rights under the Family and Medical Leave Act (FMLA), which is enforced by the U.S. Department of Labor (See Family and Medical Leave Act (FMLA) Leave Policy-SPM). For example, under the Patient
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