pregnancy policy

Clean Freaks is committed to supporting the health, well-being, and rights of expectant mothers while fully complying with applicable federal, state, and local laws. This includes the Pregnancy Discrimination Act of 1978 (an amendment to Title VII of the Civil Rights Act of 1964), the Family and Medical Leave Act (FMLA), and the Americans with Disabilities Act (ADA).

EQUAL TREATMENT & NONDISCRIMINATION 

Clean Freaks treats all employees affected by pregnancy, childbirth, or related medical conditions the same as any other employee with a temporary medical condition, across all aspects of employment, including but not limited to:

• Hiring and recruitment
• Training and promotion
• Job assignments and responsibilities
• Leave and time off
• Compensation and benefits

LEAVE & ACCOMMODATIONS

Eligible employees may take leave in accordance with the Family and Medical Leave Act (FMLA) and applicable state or local family leave laws. Where applicable, employees may substitute paid leave for unpaid maternity leave under the provisions of Clean Freaks’ Parental Leave Policy.

Reasonable accommodations, such as modified duties or adjusted schedules, may be requested and will be provided where required by law. See our Attendance Policy for more details on Parental Leave. 

WORK DURING PREGNANCY 

Pregnant employees are permitted to continue working as long as they are medically cleared to do so by their physician. A healthcare provider’s certification may be required to support continued work or to request time off related to pregnancy.

RETURN TO WORK

Upon returning from pregnancy-related leave, employees are entitled to be reinstated to their original job or an equivalent position, with no loss of seniority, service credit, benefits, or other rights and privileges.

Failure to return to work once medically cleared by a physician, and without approved additional leave, will be considered a voluntary resignation from Clean Freaks.

Clean Freaks encourages open communication. Employees are welcome to speak with management or Human Resources regarding any accommodations, leave needs, or concerns related to pregnancy or parental leave.

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