Page 128 - 2016-2021-ASU

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 halfpay. 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, overtime 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 must be permitted to

use these accruals during a period of medical disability after sick leave with

127