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provide as much notice as possible. If the leave must be taken in less than three days, the <br />employee should give as much notice as practicable. <br />Employees may use accrued leave (sick/ESST leave, vacation leave, compensatory time) <br />during Pregnancy and Parenting Leave. If the employee has remaining FMLA eligibility at <br />the time this leave commences, this leave will also count as FMLA leave. The two leaves will <br />run concurrently. If the employee is taking MN Paid Leave, MN Pregnancy and Parenting <br />Leave will run concurrently as well. <br />The employee is entitled to return to work in the same position and at the same rate of <br />pay the employee was receiving prior to commencement of the leave. Group insurance <br />coverage will remain available while the employee is on leave pursuant to the Pregnancy <br />and Parenting Leave Act, but the employee will be responsible for the entire premium <br />unless otherwise provided in this policy (i.e., where leave is also FMLA qualifying). For <br />employees on an FMLA absence as well, the employer contributions toward insurance <br />benefits will continue during the FMLA leave absence. <br />Adoptive Parents <br />Adoptive parents have the same leave opportunity as biological parents (see MN <br />Pregnancy and Parenting Leave). The leave must be for the purpose of arranging the <br />child's placement or caring for the child after placement. Leave must begin before or at the <br />time of the child's placement in the adoptive home. <br />Reasonable Work Time for Nursing Mothers <br />Nursing mothers and lactating employees are provided reasonable break time to express <br />milk. The paid break times can run concurrently with any break time already provided. The <br />city will provide a private and secure room (other than a restroom) as close as possible to <br />the employee's work area, that is shielded from view and free from intrusion from <br />coworkers and the public and that includes access to an electrical outlet. <br />Reasonable Accommodations for Health Conditions Relating to <br />Pregnancy <br />The city will attempt to provide female employees who request reasonable <br />accommodation with the following for her health conditions related to her pregnancy or <br />childbirth without advice of a licensed health care provider or certified doula. <br />More frequent or longer restroom, food, and water breaks <br />Seating <br />Limits on lifting over 20 pounds <br />The city will provide reasonable accommodations, including, but not limited to, temporary <br />leaves of absence, modification in work schedule or job assignments, seating, more <br />frequent or longer break periods and limits to heavy lifting to an employee for health <br />conditions related to pregnancy or childbirth upon request, with the advice of a licensed <br />health care provider or certified doula, unless the employer demonstrates the <br />Page 39181 <br />Page 193 of 447 <br />