Reasonable Accommodation (Disability, Religion, Pregnancy)

To comply with applicable laws ensuring equal employment opportunities for individuals with qualified disabilities, the Company will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified applicant or employee, unless doing so would impose an undue hardship on the Company or pose a direct threat to the health or safety of the individual or others.

Any applicant or employee who requires an accommodation in order to perform the essential functions of the job, or to obtain equal job benefits, should contact Human Resources to request the accommodation. The Company will engage in an interactive process to determine the nature of the issue and what, if any, reasonable accommodations may be appropriate. In some cases this interactive process may be triggered without a request from the employee, such as when the Company learns from its own observation or another source that a medical impairment may be impacting the employee's ability to perform essential job functions.

Employees who believe they need an accommodation must specify, preferably in writing, what barriers or limitations prompted the request. The Company will evaluate information obtained from the employee, and where appropriate from a health care provider, regarding the reported or apparent barriers, and will work with the employee to identify possible accommodations. If an identified accommodation is reasonable and will not impose an undue hardship or pose a direct threat to health or safety, the Company will generally make the accommodation. The Company retains discretion to choose between effective accommodation options consistent with business necessity. Employees are required to cooperate with this process by providing supporting documentation in a timely fashion, including medical information where appropriate, and by being willing to consider alternative accommodations when applicable.

Employees may sometimes develop serious or life threatening illnesses. The Company is committed to supporting these employees' efforts to continue their normal pursuits, including working. When necessary and where required by law, the Company will provide reasonable accommodations to qualified individuals with disabilities, including employees with serious or life threatening illnesses. All employees, including those with serious or life threatening illnesses or other disabilities, must maintain acceptable performance standards. Employees with questions or concerns about life threatening illnesses are encouraged to contact Human Resources for information and referral to appropriate services and resources.

Employee medical information is confidential. Disclosure of medical information is restricted to limited situations where a manager or supervisor has a job related reason to know it. Employees who disclose another employee's medical information without proper authorization will be subject to discipline up to and including termination of employment.

An applicant, employee, or unpaid intern who requires an accommodation of a religious belief or practice, including religious dress and grooming practices such as religious clothing or hairstyles, should contact Human Resources to discuss the need for an accommodation. If the accommodation is reasonable and will not impose an undue hardship, the Company will make the accommodation. The Company will also consider requests for reasonable accommodations for medical conditions related to pregnancy, childbirth, and lactation where supported by medical documentation or as required by applicable federal, state, or local law.