(a) It is unlawful for an employer to deny a request for reasonable accommodation made by an employee affected by pregnancy if:
(1) The employee's request is based on the advice of her health care provider that reasonable accommodation is medically advisable; and
(2) The requested accommodation is reasonable.
(A) Whether an accommodation is reasonable is a factual determination to be made on a case-by-case basis, taking into consideration such factors, including but not limited to, the employee's medical needs, the duration of the needed accommodation, the employer's legally permissible past and current practices, and other such factors, under the totality of the circumstances.
(B) The employee and employer shall engage in a good faith interactive process to identify and implement the employee's request for reasonable accommodation as set forth in section 11050(a), below.
(b) When a reasonable accommodation, such as a change of work duties or job restructuring, is granted, it shall not affect the employee's independent right to take up to four months for pregnancy disability leave. If the requested reasonable accommodation, however, involves a reduction in hours worked such as a reduced work schedule, or intermittent leave, the employer may consider this as a form of pregnancy disability leave and deduct the hours from the employee's four month leave entitlement.
(c) An employer may, but need not, require a medical certification substantiating the employee's need for reasonable accommodation, as set forth in sections 11049(a) and (b), and 11050(b).
Authority cited:
Government Code 12935(a)
Reference:
Government Code 12926
Government Code 12945
(Amended by Register 2013, No. 40.)