Oregon covered employers seeking to educate employees about the availability of reasonable accommodations for pregnancy-related conditions and to demonstrate compliance with Oregon law should consider including this model policy statement in their handbook.
Maine employers seeking to educate employees about the availability of reasonable accommodations for pregnancy, childbirth or related medical conditions (including lactation), and to demonstrate compliance with the Maine Human Rights Act should consider including this model policy statement in their handbook.
District of Columbia employers seeking to demonstrate compliance with District of Columbia law requiring that employers provide a written sexual harassment policy that includes certain elements, such as directions on reporting sexual harassment to management and the District of Columbia Office of Human Rights, should consider including this model policy statement in their handbook.
Kentucky employers with 15 or more employees in Kentucky seeking to educate employees about the availability of reasonable accommodations for pregnancy, childbirth and related conditions and to demonstrate compliance with the Kentucky law should consider including this model policy statement in their handbook.
District of Columbia employers seeking to educate employees about the availability of safety accommodations for victims of domestic violence, a sexual offense and stalking, as well as the family members of victims, and to demonstrate their compliance with the District of Columbia Human Rights Act should consider including this model policy statement in their handbook.
All Vermont employers should consider including this statement in their handbook to demonstrate their commitment to a workplace free of harassment and to comply with the Vermont law requiring distribution of a written policy.
Washington employers should consider including this model policy in their handbook to educate employees about the availability of safety accommodations for victims of domestic violence, sexual assault and stalking and to demonstrate their compliance with Washington law.
New Jersey employers seeking to inform employees, including supervisors, that employees may be entitled to a reasonable accommodation for known limitations relating to pregnancy, childbirth, and breastfeeding or expressing milk for breastfeeding, or related medical conditions, including recovery from childbirth, should consider including this model policy statement in their handbook.