Instructions for Use

This notice satisfies the written-notice requirement of the Massachusetts Pregnant Workers Fairness Act (M.G.L. c. 151B, s. 4(1E)). Human Resources delivers it and captures the acknowledgment.

When to deliver this notice:

1. At hire. To each new employee at or before the start of employment, as part of the onboarding notice packet.
2. Within 10 days of pregnancy notice. To any employee who notifies the company of a pregnancy or a pregnancy-related condition, within 10 days of that notification.
3. Remediation re-issue. To all current employees whenever acknowledgment records are incomplete.

The Employee Handbook also carries these rights in its pregnancy and parental leave section; this standalone notice preserves per-employee delivery evidence independent of handbook distribution.

How to deliver:

1. Deliver through the HRIS with electronic signature capture, or on paper with a wet signature.
2. If the employee does not return a signed acknowledgment, complete the employer delivery record at the bottom of the acknowledgment section.

Notice of Rights: Pregnancy and Pregnancy-Related Conditions

Under the Massachusetts Pregnant Workers Fairness Act (M.G.L. c. 151B, s. 4(1E)), you have the right to be free from discrimination because of pregnancy or a condition related to pregnancy, including lactation and the need to express breast milk for a nursing child. Applied Behavioral Analysis Services, LLC (ABAS) does not refuse to hire, discharge, or otherwise discriminate against any person because of pregnancy or a pregnancy-related condition.

Your Right to Reasonable Accommodation

If you are pregnant or have a pregnancy-related condition, you have the right to reasonable accommodations that let you perform the essential functions of your position, unless the accommodation would impose an undue hardship on the company. Reasonable accommodations may include:

• More frequent or longer paid or unpaid breaks
• Time off to attend to a pregnancy complication or recover from childbirth, with or without pay
• Acquisition or modification of equipment or seating
• Temporary transfer to a less strenuous or less hazardous position
• Job restructuring or light duty
• A private, non-bathroom space for expressing breast milk
• Assistance with manual labor
• A modified work schedule

ABAS engages in a timely, good-faith interactive process with you to identify an effective reasonable accommodation. The company will not require you to accept a particular accommodation, or to take a leave of absence, if another reasonable accommodation would let you perform the essential functions of your job. Retaliation against anyone who requests or uses an accommodation is prohibited.

Documentation

ABAS may request documentation from an appropriate health care or rehabilitation professional for some accommodations. The company will not require documentation for these accommodations:

1. More frequent restroom, food, or water breaks
2. Seating
3. Limits on lifting more than 20 pounds
4. A private, non-bathroom space for expressing breast milk

How to Request an Accommodation

Send your request to Human Resources at hr@abaswma.org, or raise it with your supervisor, who will route it to Human Resources. Requests are handled confidentially and documented through the interactive process.

If You Believe Your Rights Were Violated

Raise concerns internally through Human Resources or any reporting route in the Sexual Harassment Prevention Policy (HR-001) and the compliance reporting program. You may also file a complaint with the Massachusetts Commission Against Discrimination (MCAD), 1 Ashburton Place, Room 601, Boston, MA 02108, (617) 994-6000, within 300 days of the conduct.

Acknowledgment of Receipt

Signing acknowledges that you received this notice of your rights under the Massachusetts Pregnant Workers Fairness Act; it is not a waiver of any right.

☐ I acknowledge receipt of this Notice of Rights: Pregnancy and Pregnancy-Related Conditions.

Employer Delivery Record

Human Resources completes this block only when no signed acknowledgment is returned. It records the company's effort to provide the notice.

Form Realization and Fallback

This is the canonical, authoritative version of Form CFM-007, maintained in the compliance documentation. It defines the content, fields, and acknowledgment structure that any realization of the notice must capture.

ABAS may deliver this notice through an electronic realization: the HRIS document-delivery and e-signature workflow, email with electronic acknowledgment, or a web form. Any electronic realization must carry the same content and the form identifier CFM-007, so policies and procedures refer to the notice by its identifier rather than to any one channel.

The documented form here is always available as a fallback. It can be printed and completed on paper whenever an electronic channel is unavailable. Alternate-language and screen-reader versions are derived from this canonical form and must match it.

Retention

Signed acknowledgments and employer delivery records are the company's evidence that the statutory notice was provided at each required trigger and are retained for the duration of employment plus three years:

• Human Resources retains each acknowledgment (or completed employer delivery record) in the employee's personnel file in the HRIS.
• Deliveries triggered by a pregnancy notification are logged with the notification date, so the 10-day delivery window is evidenced.
• Human Resources confirms acknowledgment-capture completeness to the Compliance Officer at each onboarding cycle and each re-issue campaign; gaps are tracked to closure.