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54 <br /> <br />City of Little Canada Personnel Policy <br />4. Unless otherwise approved, course must be taken other than during normal working hours. <br /> <br />5. An annual maximum tuition reimbursement of $4,500 per employee, subject to budgetary <br />limitations. <br /> <br />6. Application for educational assistance must be completed and approved by the supervisor and <br />the City Administrator prior to taking the course. Applications may be obtained from the City <br />Administrator. <br /> <br />7. Should the employee leave the City’s employment within two years of completing a class, the <br />employee will be responsible for the full reimbursement of the City’s expended funds towards <br />tuition during the previous 12 months. <br /> <br />8. Should the employee leave the City, any amounts owing would become immediately due and <br />payable and be withheld from any final payroll/severance amounts owing. <br /> <br />Pregnancy and Lactation Accommodations <br /> <br />• Reasonable accommodations will be made for employees with health conditions related to <br />pregnancy or childbirth in accordance with Minnesota law. A pregnant employee shall not be <br />required to obtain the advice of a licensed health care provider or certified doula, nor may an <br />employer claim undue hardship for the following accommodations: (1) more frequent or longer <br />restroom, food, and water breaks; (2) seating; and (3) limits on lifting over 20 pounds. <br />Reasonable accommodation may include but is not limited to temporary transfer to a less <br />strenuous or hazardous position, temporary leave of absence, modification in work schedule or <br />job assignments, seating, more frequent restroom breaks or longer break periods, and limits to <br />heavy lifting. <br /> <br />• Employees will be provided reasonable break times and a clean, private, and secure space, <br />other than a bathroom or toilet stall, each day to express milk for their infant child during the <br />twelve (12) months following the birth of their child. The room will be in close proximity to <br />the work area, shielded from view and free from intrusion from co-workers and the public and <br />will have access to an electrical outlet. The City will not discharge, discipline, penalize, <br />interfere with, threaten, restrain, coerce, or otherwise retaliate or discriminate against an <br />employee for asserting rights or remedies under this subdivision