All employees, job applicants and service recipients have a right to be treated with respect and dignity in a manner that recognizes the particular and distinct experiences that individuals encounter during pregnancy.
There is absolutely no obligation for job applicants to disclose a pregnancy. Management must not comment on or question a job candidate (or their references) about whether they are pregnant, have children, or plan to have children.
Requests for pregnancy-related accommodation may arise as a result of the common physical changes that result from any pregnancy (e.g. a reduction in the ability to stand for lengthy periods), or may be linked to less common circumstances (e.g. medical complications from pregnancy).
Management cannot arbitrarily decide that a pregnant employee should take a leave of absence as an accommodation measure, nor should assumptions be made about the abilities of pregnant service recipients.
If a pregnant employee or service recipient does not request accommodation, Management should not presume that they require accommodation. Management may respectfully inquire into whether any pregnancy-related needs exist. Management should follow the City's process for approving pregnancy and parental leaves and be careful not to make assumptions about the pregnant employee's choices with respect to these leaves.
The City promotes the right to breastfeed on City premises anytime and at any location. Those who are breastfeeding or expressing milk should not be asked to "cover up". If the person breastfeeding requests it, the City must make a reasonable effort to secure a designated private space appropriate for breastfeeding or expressing breast milk. The designated space may be multipurpose provided that an alternative space is readily available if the multipurpose space is in use.