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Appendix I

Maternity and Child-Rearing Leave

This memorandum revokes and replaces the August 3, 1973
memorandum from the Civil Service Commission regarding maternity

leave effective immediately.
Pregnant employees may be asked or encouraged to report the existence

of pregnancy, but they may not be required to do so. Where, in the opinion
of the appointing officer, the nature of the duties performed may be

particularly hazardous or burdensome during pregnancy, this should be
pointed out in the letter of appointment and such employees should be

urged to advise their supervisors of any pregnancy. In any case where the
appointing authority believes the employee is unable to perform the duties

of the position because of pregnancy, the employee may be required to
undergo a medical examination at the expense of the department or agency,

by a physician designated by the appointing authority. A pregnant
employee who is determined to be medically disabled from the

performance of job duties must be treated the same as any other employee
similarly disabled insofar as disability leave benefits are concerned.

Sick leave and sick leave at half-pay may be used only during a period of
medical disability. Under the State’s policy, disabilities arising from

pregnancy or childbirth are treated the same as other disabilities in terms
of eligibility for or entitlement to sick leave with and/or without pay,

extended sick leave and sick leave at half- pay. Generally, the period of
such disability is deemed to commence approximately four weeks prior to

delivery and to continue for six weeks following delivery. While doctor’s

certificates may be required for any period of disability, agencies should
request detailed medical documentation whenever disability is claimed to
commence prior to or to extend beyond the period of disability described

above. An appointing authority may approve an employee’s request for

leave without pay during pregnancy and prior to the onset of any medical
disability as a matter of discretion. Absences during pregnancy and
following childbirth may be charged to vacation, overtime or personal

leave irrespective of whether the employee is disabled. While the use of

annual leave, overtime and personal leave accruals prior to the onset of
medical disability is discretionary with the appointing authority, employees

must be permitted to use these accruals during a period of medical

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