General Policy Information
Latest Revision Date: 5/15/2013
Title 1 - Department Structure and Function
Title 2 - Department Employment
Title 3 - Employee Welfare
Title 4 - Timekeeping
Title 5 - Employee Conduct
Title 6 - Arrests, Search and Seizure
Title 7 - Evidence and Property
Title 8 - Use of Force
Title 9 - Equipment and Uniforms
Title 10 - Police Facilities & Security
Title 11 - Detainee Management
Title 12 - Department Information Systems
Title 13 - Vehicle Operations
Title 14 - Emergency Operations
Title 15 - Primary Investigation
15.210 - Investigating Property Held by a Pawnshop or Used-Goods Store
Title 16 - Patrol Operations
Effective Date: 10/8/2010
Pregnancy is recognized as a normal occurrence in a woman’s life. The Department will provide pregnant employees an opportunity to continue to participate in the work force during a normal pregnancy.
I. Limited-Duty Assignments
A. Employees should take notice that their employment with the Seattle Police Department places physical demands on them, and exposes them to a variety of risks, depending on their particular position and assignment. It is the employee’s responsibility to notify their supervisor, and the Director of Human Resources, when they, or their health care professional, determine that they cannot safely perform all of the regular duties of their position or assignment. If the employee is capable of performing a temporary limited-duty assignment, they may request one by following the procedures in Seattle Police Manual Section 3.200 – Limited Duty Assignments. If unable to work in a limited duty capacity, different leave options are explained in the following sections.
II. Family and Medical Leave
A. Pregnancy disability qualifies as a serious health condition under the City of Seattle Family and Medical Leave (See Seattle Police Manual Section 4.030-Family & Medical Leave).
B. The Federal and Washington State Family and Medical Leave Acts provide other options (See RCW Chapter 49.78 – Family Leave, and refer to the U.S. Department of Labor guides).
C. Employees are encouraged to contact the Family and Medical Leave Coordinator in Human Resources for assistance in reviewing leave options.
III. Pregnancy Disability Leave
A. An employee may take an unpaid pregnancy disability leave of absence for the actual period of sickness or temporary disability related to pregnancy or childbirth, following the use of her accumulated sick leave (See Seattle Police Manual Section 3.180 - Illness & Injury).
B. Pregnancy disability leave must be granted in addition to the employee’s entitlement to Family and Medical Leave if she so chooses.
C. The employee shall notify the Director of Human Resources at the earliest possible date of the need for pregnancy disability leave.
1. Such requests shall be initiated on the Employee Request for Leave of Absence (Form 2.9) and submitted directly to the Director of Human Resources.
2 Along with the request the employee shall include an Insurer Activity Prescription Form (APF), completed by her health care provider, outlining the medical necessity for pregnancy disability leave and estimating the duration of the leave.
D. If the employee's need for pregnancy disability leave extends beyond the date originally estimated by the health care provider, her request for an extension shall be supported by another Employee Request for Leave of Absence (Form 2.9) and an Insurer Activity Prescription Form (APF), from the health care provider explaining the medical necessity for such extension and estimating the expected duration.
E. Prior to returning to work, the employee is required to provide an Insurer Activity Prescription Form (APF), completed by her health care provider, and her return shall be coordinated through the Employment Services Section.
F. Upon return from pregnancy disability leave, an employee shall be reinstated to the same or equivalent position from which she took the leave, except that her right to reinstatement is no greater than if she had been actively working. An employee who takes additional paid leave or unpaid leave after pregnancy disability leave and prior to returning to work is subject to the reinstatement provisions of those leave programs.
G. An employee who fails to return to work from pregnancy disability leave and who does not qualify for or is not granted additional leave by the Director of Human Resources shall be treated as a voluntary quit after three (3) consecutive days. The appointing authority will provide the employee written notice via personal delivery or certified mail of this intended personnel action. If the employee fails to respond to the notice within five business days of the notice being sent, the personnel action will be final on the date the pregnancy disability leave was scheduled to end.