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32 <br /> <br /> <br />• More frequent or longer restroom, food, and water breaks. <br />• Seating; and/or <br />• Limits on lifting over 20 pounds. <br />Additionally, an employer must provide reasonable accommodations, including, but not limited <br />to, temporary leaves of absence, modification in work schedule or job assignments, seating, <br />more 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 health <br />care provider or certified doula, unless the employer demonstrates the accommodation would <br />impose an undue hardship on the operation of the employer's business. In accordance with <br />state law, no employee is required to take a leave of absence for a pregnancy nor accept a <br />pregnancy accommodation. <br /> <br />An employer shall not discharge, discipline, penalize, interfere with, or otherwise retaliate or <br />discriminate against an employee for asserting reasonable accommodations pregnancy rights or <br />remedies. <br /> <br />6.13 Pregnancy and Parental Leave <br />Employees who work 20 hours or more per week and have been employed more than 12 <br />months are entitled to take an unpaid leave of absence under the Pregnancy and Parenting <br />Leave Act of Minnesota. <br /> <br />The following qualifies for pregnancy and parental leave: <br />• Prenatal care or incapacity due to pregnancy, childbirth, or related health conditions <br />(female employees) <br />• The birth or adoption of a child (biological or adoptive parents) <br />• Following the birth or adoption of a child (biological or adoptive parents) <br /> <br />Leave may be taken for up to 12 weeks. The leave must begin within 12 months of the birth or <br />adoption of the child. In the case where the child must remain in the hospital longer than the <br />mother, the leave must begin within 12 months after the child leaves the hospital. Employees <br />should provide as much notice as practicable for the use of parental leave. <br /> <br />Employees are required to use accrued leave (i.e., sick leave, vacation leave, personal time off <br />(PTO), ESST) prior to taking unpaid leave. If the employee has any FMLA eligibility remaining at <br />the time this leave commences, this leave will also count as FMLA leave. The two leaves will run <br />concurrently. <br /> <br />The employee is entitled to return to work in the same position prior to commencement of the <br />leave at the same rate of pay. Group insurance coverage will remain available while the <br />employee is on leave pursuant to the Pregnancy and Parenting Leave Act, but the employee will <br />74