Page 136 - 2016-2021-OSU

Appendix I

Maternity and Child-Rearing Leave

This memorandum revokes and replaces the August 3, 1973
memorandum from the Civil Service Commission regarding maternity

leave effective immediately.
Pregnant employees may be asked or encouraged to report the existence of

pregnancy, but they may not be required to do so. Where, in the opinion of
the appointing officer, the nature of the duties performed may be particularly

hazardous or burdensome during pregnancy, this should be pointed out in
the letter of appointment and such employees should be urged to advise

their supervisors of any pregnancy. In any case where the appointing
authority believes the employee is unable to perform the duties of the

position because of pregnancy, the employee may be required to undergo a
medical examination at the expense of the department or agency, by a

physician designated by the appointing authority. A pregnant employee who
is determined to be medically disabled from the performance of job duties

must be treated the same as any other employee similarly disabled insofar
as disability leave benefits are concerned.

Sick leave and sick leave at half-pay may be used only during a period of
medical disability. Under the State’s policy, disabilities arising from

pregnancy or childbirth are treated the same as other disabilities in terms
of eligibility for or entitlement to sick leave with and/or without pay,

extended sick leave and sick leave at half-pay. Generally, the period of such
disability is deemed to commence approximately four weeks prior to

delivery and to continue for six weeks following delivery. While doctor’s

certificates may be required for any period of disability, agencies should
request detailed medical documentation whenever disability is claimed to
commence prior to or to extend beyond the period of disability described

above.

An appointing authority may approve an employee’s request for leave
without pay during pregnancy and prior to the onset of any medical
disability as a matter of discretion. Absences during pregnancy and

following childbirth may be charged to vacation, over-time or personal

leave irrespective of whether the employee is disabled. While the use of
annual leave, overtime and personal leave accruals prior to the onset of

medical disability is discretionary with the appointing authority, employees

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