The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act (ADAAA) are federal laws that require employers to provide an equal opportunities individuals with disabilities and, when needed, to provide reasonable accommodations to applicants and employees who are qualified for a job, with or without reasonable accommodation, so that they may make application for a job and/or perform the essential job duties of the position.

The Pregnant Workers Fairness Act (PWFA), which is administered and enforced by the EEOC, requires covered employers to provide reasonable accommodations for employees with known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an undue hardship.

The Kentucky Pregnant Workers Act (KPWA) applies to “related medical conditions” that must be reasonably accommodated, absent undue hardship to the employer, including lactation and the need to express breast milk for a nursing child.

The PUMP Act is a law that provide reasonable break time and a private, non-bathroom space for lactating employees to pump milk during the workday.

What You Need to Know?

Qualified applicants and employees with disabilities are covered under the ADA, which means you will provide an equal employment opportunity as applicants and employees without a disability.  The ADA defines a disability as a physical or mental impairment that substantially limits a major life activity.

How to Request an Accommodation Request?

Contact Workplace Accommodations at 502-485-6788 or jcps.workplace-accommodations@jefferson.kyschools.us request an accommodation. The workplace accommodation will work closely with you through the accommodation process.

Overview of the process

1.     Request form from Workplace Accommodation Committee

2.     Provide Workplace Accommodation form to treating provider

3.     Committee will review the workplace accommodation form submitted by the treating provider.

4.     Committee may need clarification from employee, provider and/or administrator

5.     Committee will communicate the decision to the employee

6.     Recertification of the accommodation as needed