9 • Closer parking; • Flexible hours; • Appropriately sized uniforms and safety apparel; • Additional break time to use the bathroom, eat, and rest; • Leave or time off to recover from childbirth; • Limitations on strenuous activities; and • Limitations on strenuous activities or those that involve exposure to compounds not safe for pregnancy. If you require an accommodation, notify your Manager. If the need for a particular accommodation is not obvious, you may be asked to include relevant information such as: • The reason you need an accommodation. • A description of the proposed accommodation. • How the accommodation will address limitations caused by pregnancy, childbirth, or related medical conditions. The Company will not require you to accept any accommodation without engaging in the interactive process to accurately understand your limitations and explore potential accommodations. The Company is not required to make your specific requested accommodation and is not required to provide any accommodation that would constitute an undue hardship on the Company. If leave is provided as a reasonable accommodation, it may run concurrently with leave under the federal Family and Medical Leave Act and/or any other leave where permitted by law. The Company will comply with state or local laws that provide additional protections beyond the PWFA. The Company will not retaliate against employees who request or receive an accommodation under this policy. 3.2 Conflicts of Interest New England Security is concerned with conflicts of interest that create actual or potential job-related concerns, especially in the areas of confidentiality, customer relations, safety, security, and morale. If there is any actual or potential conflict of interest between you and a competitor, supplier, distributor, or contractor to the Company, you must disclose it to your Manager. If an actual or potential conflict of interest is determined to exist, the Company will take such steps as it deems necessary to reduce or eliminate this conflict. 3.3 Disability Accommodation New England Security complies with the Americans with Disabilities Act (ADA), the Pregnancy Discrimination Act, and all applicable state and local fair employment practices laws, and is committed to providing equal employment opportunities to qualified individuals with disabilities, including disabilities related to pregnancy, childbirth, and related conditions. Consistent with this commitment, the Company will provide reasonable accommodation to otherwise qualified individuals where appropriate to allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship on the business. If you require an accommodation because of your disability, it is your responsibility to notify your Manager. You may be asked to include relevant information such as: • The reason you need an accommodation. • A description of the proposed accommodation. • How the accommodation will help you perform the essential functions of your job.
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