Arkansas Support Network recognizes the importance of supporting employees experiencing limitations related to pregnancy, childbirth, or related medical conditions by providing reasonable accommodations. We are committed to complying with the federal Pregnant Workers Fairness Act (PWFA) and any applicable state or local laws offering additional protections.
Examples of reasonable accommodations include:
- Additional break time for restroom use, meals, hydration, and rest.
- Seating options allowing for sitting or standing as needed.
- Schedule changes, part-time work, and paid and unpaid leave.
- Flexible work hours to accommodate medical appointments and physical needs.
- Telework (Determined on a case-by-case basis based on the essential functions of the position. Remote work cannot be offered with a direct support position that requires in-person support, but the opportunity for reassignment may be available.)
- Closer parking spots to the workplace entrance.
- Light duty.
- Making existing facilities accessible or modifying the work environment. (Modifying the work environment may be beyond our control for Direct Service Providers working in the homes of the people ASN supports.)
- Job restructuring.
- Temporarily suspending one or more essential functions of your job.
- Acquiring or modifying equipment or devices.
- Adjusting or modifying examinations or policies.
If you require an accommodation, notify Human Resources at asnhrdepartment@supports.org. Requests for an accommodation will be evaluated on a case-by-case basis. You may be asked to provide:
- The reason an accommodation is needed.
- A description of the proposed accommodation.
- Information on how the accommodation will effectively address your limitations.
- Medical documentation supporting your requested accommodation.
The Company will engage in an interactive process with you to identify suitable accommodations. While we strive to accommodate all requests, certain accommodations may not be provided if they would result in undue hardship to the Company. Factors considered include the nature and cost of the accommodation, the overall financial resources of the facility, and the impact on operations, including safety and efficiency.
If leave is provided as a reasonable accommodation, it may run concurrently with leave under the federal Family and Medical Leave Act (FMLA) and/or any other applicable leave as permitted by law.
The Company strictly prohibits retaliation against employees who request or utilize an accommodation under this policy.