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The California State University (CSU) is committed to providing a diverse and supportive academic and work environment that facilitates learning, teaching, working and conducting research for all students, employees and visitors. It is CSU policy to ensure that individuals with disabilities shall have equal access to and the opportunity to participate in CSU programs, activities and services.
The CSU will provide access, support and accommodation to individuals with disabilities in compliance with the California Fair Employment and Housing Act (FEHA), Government Code Section 12920 et seq., the Americans with Disabilities Act of 1990, as amended, (ADA) 42 U.S.C. 12101 et seq., and Sections 504 and 508 of the Rehabilitation Act of 1973, 29 U.S.C. Section 701 et seq.
This policy applies to all CSU campuses and to the Office of the Chancellor. It applies, but is not limited to, academic programs and services, student services, human resources services, information resources and technologies, procurement of goods and services, and capital planning, design, and construction.
It is your responsibility to contact the Benefits Office to request an accommodation. You are not required to disclose to your immediate supervisor the medical basis for a requested accommodation. If additional information is needed to respond to your request, the University may request that you ask your health care provider to confirm your disability and/or the need for the requested accommodation.
Medical records are confidential and are maintained in the Benefits Office, not in departmental files.
To request an accommodation, or if you have questions regarding the accommodation process (including requests for accommodation related materials in an alternative format, interpreters, etc.), please contact the Benefits Office by phone at (916) 278-6213, by fax at (916) 278-7331, by email at firstname.lastname@example.org, or by campus mail to campus zip 6032.
For workstation ergonomic evaluations unrelated to a sensory, mental or physical disability, please contact Adell Seibles, Workers' Compensation Manager, at (916) 278-3979 to learn more about ergonomics resources. You do not need to go through the accommodation process for a standard ergonomic evaluation.
Ergonomic Evaluation vs ADA/FEHA Reasonable Accommodation
Please note that the Ergonomic Evaluation Process is different than, and separate from, the ADA/FEHA Reasonable Accommodation process. Office equipment identified as necessary through the Ergonomic Evaluation process is the responsibility of the employee’s department, unless the employee has a qualifying disability and the equipment addresses the employee’s limitations. That determination will be made through the interactive process.
Lactation Accommodation for Employees
Sacramento State supports employees who continue to nurse their children after they return to work, and is committed to providing a work environment that supports employees’ legal rights and medical necessity to express milk in the workplace during the workday.
Employees who wish to express breast milk for the employee’s infant child while at work have the right to request a reasonable amount of break time for the purpose of expressing milk. Under the Fair Labor Standards Act (FLSA), the University is not required to compensate employees for breaks taken for the purpose of expressing milk. Break time to express milk should run concurrently with any break time already provided to the employee, when possible. Break time for an employee that does not run concurrently with the rest time authorized for the employee shall be unpaid. However, nursing employees using break time for the purpose of expressing milk shall be compensated in the same way other employees are compensated for break time, in accordance with the appropriate collective bargaining agreement.
Employees who request break time for the purpose of expressing milk shall be provided the use of a location to express milk in private. The location provided to express milk shall:
- Not be a bathroom and shall be in close proximity to the employee’s work area, shielded from view, and free from intrusion while the employee is expressing milk;
- Be safe, clean and free of hazardous materials, as defined in Section 6382 of the Labor Code;
- Contain a surface to place a breast pump and personal items;
- Contain a place to sit; and,
- Have access to electricity or alternative devices, including, but not limited to extension cords or charging stations, needed to operate an electric or battery-powered breast pump.
Employees who wish to express breast milk for the employee’s infant child while at work shall also have access to a sink with running water and a refrigerator suitable for storing milk in close proximity to the employee’s workspace. If a refrigerator cannot be provided, another cooling device suitable for storing milk shall be provided by the employer.
Employees must advise their appropriate administrator of their request for reasonable lactation accommodation for the purpose of expressing milk as soon as practicable. In the rare event that lactation accommodation in compliance with this policy cannot be provided, the Benefits Office shall provide a written response to the employee submitting the request.
Any questions regarding lactation accommodation for employees should be directed to the Benefits Office at 916-278-6213 or email@example.com.
Employees requesting lactation accommodation in accordance with this policy have the right to file a complaint with the Labor Commissioner for any violation of a right under Chapter 3.8 Lactation Accommodation of the Labor Code. Employees may file a report/claim with the Labor Commissioner’s Bureau of Field Enforcement. For more information see http://www.dir.ca.gov/dlse/HowToReportViolationtoBOFE.htm.
Lactation Accommodation Rooms
- Sequoia Hall - Room 303
- Tschannen Science Complex - 1st floor near restrooms
- The WELL Engagement Center (WELL 1302)
- University Union
- 1st floor, near Starbucks
- 3rd floor, near the South Elevators
- Welcome Center - 2nd floor near restrooms