§ 86-519. Maternity leave.

(a)

Policy. Federal Equal Employment Opportunity Commission guidelines on discrimination because of sex provide that absence due to maternity-related reasons be considered and treated as a temporary disability. Disability caused or contributed to by pregnancy, miscarriage, abortion or childbirth, and recovery therefrom, is, for all job-related purposes, temporary disability; and the sick leave plan shall be applied to disability due to pregnancy or childbirth on the same terms and conditions as it is applied to other temporary disabilities.

(b)

Leave. Maternity leave is a period of approved absence for incapacitation related to pregnancy and confinement. Maternity leave may be charged to personal/family sick leave benefits accumulations, or to any combination of personal/family sick leave benefits and annual leave accumulations and leave of absence without pay when personal/family sick leave benefits and annual leave accumulations are exhausted, as provided in this article.

(c)

Reporting. An employee should report her pregnancy as soon as practicable to her department director, and no later than the sixth month of pregnancy. Such notification shall include a written statement from her physician specifying the approximate date of birth.

(d)

Period of leave. The time when a pregnant woman should cease or return to work will be determined on an individual basis and will depend on the physical condition of the particular employee and the nature of her job.

(1)

An employee will be allowed to continue work so long as the conditions of the pregnancy do not adversely impair her work performance or health as determined by her physician, the employee and the department director.

(2)

The date on which the employee shall return to work following maternity leave shall be based on a medical statement from a certified physician stating that she is physically and mentally able to perform the normal duties of her position with full efficiency.

(Ord. No. 81-19, § 16.09, 9-3-81)