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Page 35 <br /> <br />state law, no employee is required to take a leave of absence for a pregnancy nor accept a <br />pregnancy accommodation. <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 />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 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., Vacation Leave, Sick Leave/ESST, PTO/ESST) <br />prior to taking unpaid leave. If the employee has any FMLA eligibility remaining at the time this <br />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 />be responsible for the entire premium unless otherwise provided in this policy (i.e., where leave <br />is also FMLA qualifying). For employees on an FMLA absence as well, the employer <br />contributions toward insurance benefits will continue during the FMLA leave absence. <br /> <br />The city will inform employees of their parental leave rights at the time of hire and when an <br />employee makes an inquiry about or requests parental leave. <br /> <br />An employer shall not discharge, discipline, penalize, interfere with, or otherwise retaliate or <br />discriminate against an employee for asserting parental leave rights or remedies. <br /> <br />A. Adoptive Parents <br />Adoptive parents will be given the same opportunities for leave as biological parents (see <br />provisions for Parenting Leave). The leave must be for the purpose of arranging the child’s <br />Page 96 of 166