[Added 9-8-2020]
A. 
The Town is committed to complying with all applicable provisions of state and federal laws protecting the rights of qualified disabled individuals. Consistent with this policy of nondiscrimination, the Town will provide reasonable accommodations to a qualified individual with a disability, as defined under applicable law, who has made the Town aware of his or her disability, provided that such accommodation does not constitute an undue hardship on the Town.
B. 
Applicants or employees with a disability who believe they need a reasonable accommodation to perform the essential functions of their job should contact their applicable supervisor, the Director of Administrative Services or the Town Manager. Upon receipt of any accommodation request, the Town will review the precise limitations resulting from the disability and the potential reasonable accommodation(s) that might be made to enable performance of the essential functions of the job. The Town will determine the feasibility of the requested accommodation, considering various factors, including, but not limited to, the nature and cost of the accommodation, the Town's overall financial resources and organization, and the accommodation's impact on the Town's operations, including its impact on the ability of other employees to perform their duties and on the Town's ability to provide services to the public. If an employee is provided leave as a reasonable accommodation, the employee will be required to exhaust any accrued paid time off before being provided with any unpaid leave.
C. 
As part of this process, an employee or applicant may be required to provide authorization for the Town to communicate with and obtain documentation from their health care providers regarding the medical condition(s) for which reasonable accommodation is sought, and may further be required to be evaluated by a health care provider of the Town's choice. All such medical information discussed and received will be treated as confidential to the extent required and permissible by law.
D. 
The Town will not retaliate against any applicant or employee because of a request for reasonable accommodation. If an applicant or employee believes that s/he has been discriminated or retaliated against because of his/her disability and/or has been unlawfully denied or retaliated against for requesting a reasonable accommodation, s/he should follow the reporting procedures outlined in the Town's policy against workplace discrimination and harassment and the Town will respond accordingly, or the employee may otherwise file a complaint with the applicable state or federal agency.
E. 
Pregnancy-related accommodations.
(1) 
The Town will provide a reasonable accommodation to an applicant or employee due to her pregnancy, childbirth or need to breastfeed or express milk at work, unless doing so would pose an undue hardship (e.g., the accommodation would require a significant difficulty or expense in light of the circumstances). Depending on the circumstances, reasonable accommodations may include: being permitted to sit while working; providing more frequent or longer breaks; periodic rest; assistant with manual labor; job restructuring; light duty assignments; modified work schedules; temporary transfers to less strenuous or hazardous work; time off to recover from childbirth; and break time and appropriate facilities for expressing milk.
(2) 
Applicants or employees who believe they need a reasonable accommodation because of pregnancy, childbirth or other related conditions should contact their applicable supervisor, the Director of Administrative Services or the Town Manager and the request will be handled in the same manner as any other request for any other workplace accommodation.
(3) 
The Town will not retaliate against any applicant or employee because of a request for reasonable accommodation. If an applicant or employee believes that she has been discriminated or retaliated against because of her pregnancy, childbirth or other related conditions and/or has been unlawfully denied or retaliated against for requesting a reasonable accommodation, she should follow the reporting procedures outlined in the Town's policy against workplace discrimination and harassment and the Town will respond as detailed in that policy, or the employee may otherwise file a complaint with the applicable state or federal agency.