PREGNANCY & POSTPARTUM POLICY

Clean Freaks is committed to supporting the health, safety, and rights of employees who are pregnant or recovering from childbirth, while fully complying with all applicable federal, state, and local laws. This includes the Pregnancy Discrimination Act (PDA), the Americans with Disabilities Act (ADA), the Illinois Pregnancy Accommodation Act, and the Family and Medical Leave Act (FMLA), where applicable.

Clean Freaks provides fair and consistent treatment to all employees affected by pregnancy, childbirth, or related medical conditions.

EQUAL TREATMENT & NONDISCRIMINATION

Clean Freaks does not discriminate based on pregnancy, childbirth, or related medical conditions. Employees affected by pregnancy or postpartum recovery will be treated the same as any other employee with a temporary medical condition across all aspects of employment, including:

• Hiring and recruitment
• Training and promotion
• Job assignments and workload
• Leave and time off
• Compensation and benefits
• Return-to-work and reinstatement

Retaliation for requesting accommodations or leave related to pregnancy or postpartum recovery is strictly prohibited.

NOTIFICATION & REQUIRED FORM

Notifying Clean Freaks of pregnancy or postpartum recovery is voluntary.

However, once an employee chooses to disclose, they must complete the Pregnancy & Postpartum Accommodation Form so Clean Freaks can plan safe duties, scheduling adjustments, and any needed accommodations.

This form must be completed at the time of disclosure and updated in writing if circumstances, appointments, or limitations change.

WORK DURING PREGNANCY

Employees may continue working throughout pregnancy as long as they are medically cleared by their healthcare provider.

Clean Freaks may request medical documentation only to confirm work-related restrictions; not personal medical details or diagnoses.

Employees are expected to continue performing the essential functions of their job unless a reasonable accommodation is approved.

REASONABLE ACCOMMODATIONS

Employees may request reasonable accommodations related to pregnancy or postpartum recovery. Examples may include:

• Temporary adjustments to physically strenuous tasks
• Modified or lighter duties
• Adjusted schedules or reduced workload (when operationally possible)
• Increased breaks for rest, hydration, or restroom use
• Avoiding exposure to strong chemicals when medically required

Clean Freaks will review all requests through the interactive process in accordance with legal requirements and operational feasibility.

Accommodations cannot eliminate essential job functions or create undue hardship for Clean Freaks.

MEDICAL APPOINTMENTS

Employees must list prenatal or postpartum medical appointments in their Pregnancy & Postpartum Accommodation Form and notify management in writing as new appointments are scheduled.

Whenever possible, appointments should be scheduled on off days or outside work hours, except when medically urgent or when the healthcare provider has limited availability.

A minimum of two weeks’ notice is required for non-emergency appointment-related time off.

CALL-OFFS RELATED TO PREGNANCY OR POSTPARTUM HEALTH

If an employee calls off due to what they believe is a pregnancy- or postpartum-related medical emergency or urgent health concern, they should seek medical evaluation the same day when possible.

Clean Freaks may request documentation confirming the employee was seen by a medical professional (no diagnosis or personal medical details required).

This documentation is used only to verify that the call-off was medically necessary.

LEAVE & TIME OFF

Employees may take leave related to pregnancy, childbirth, or postpartum recovery in accordance with applicable federal, state, and local laws, and in alignment with Clean Freaks’ Attendance & Time-Off Policies.

Prenatal leave and maternity/postpartum leave at Clean Freaks are unpaid.

Employees may use available PTO or vacation time (if applicable) during this period.

Due to Clean Freaks does not meeting the size requirements for FMLA (50+ employees within a 75-mile radius), most employees are not eligible for FMLA-protected leave. Any approved maternity or medical leave will therefore be unpaid unless PTO or vacation time is used.

Employees who are not eligible for FMLA may request unpaid medical leave, which will be reviewed on a case-by-case basis based on operational needs and applicable laws.

RETURN TO WORK & REINSTATEMENT

• Employees may be required to provide medical clearance before returning to full duties if they were previously on medical leave or working under medical restrictions.
• Upon returning to work, employees will be reinstated to the same position or an equivalent position, without loss of pay, seniority, or benefits.
• If an employee does not return to work once medically cleared and does not request additional approved leave, the absence may be treated as a voluntary resignation.

ONGOING COMMUNICATION

Employees are responsible for notifying Clean Freaks in writing of any changes in pregnancy- or postpartum-related limitations, medical needs, scheduling impacts, or safety concerns.

Clean Freaks encourages open communication and is committed to working collaboratively with employees to ensure a safe and supportive work environment.

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