Pregnancy discrimination - Washington

Discrimination

Employer defined

“Employer” includes any person acting in the interest of an employer, directly or indirectly, who employs eight or more persons. It does not include any religious or sectarian organization not organized for private profit.

Accommodations

Employer defined

For purposes of pregnancy accommodations, the requirements apply to employers with 15 or more employees.

Reasonable accommodations

Accommodations might include:

• Providing frequent, longer, or flexible restroom breaks,
• Modifying a no food or drink policy,
• Providing seating or allowing the employee to sit more frequently,
• Providing for a temporary transfer to a less strenuous or hazardous position,
• Providing help with manual labor and limiting lifting,
• Scheduling flexibility for prenatal visits, or
• Any further accommodation an employee might request.

Employers may request a certification supporting the need for the last four accommodations. A lifting limit must be less than 17 pounds to request a certification.

Employers need not provide an accommodation that would pose an undue hardship — a significant difficulty or expense. They may not claim such a hardship for the first three accommodations, and lifting limits over 17 pounds.

Employers may not require an employee to take leave if another accommodation would be effective.