#03 - Personnel Policy Update - Laserfiche WebLink

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LEAVES OF ABSENCE #225 otherwise provided in this policy (i.e., where leave is also FMLA qualifying). For employees on an FMLA absence as well, the employer contributions toward insurance benefits will continue during the FMLA leave absence. Adoptive parents will be given the same opportunities for leave as biological parents. The leave must be for the purpose of arranging the child’s placement or caring for the child after placement. Such leave must begin shortly before or at the time of the child’s placement in the adoptive home. Effective July 1, 2023, the city will inform employees of their parental leave rights at the time of hire and when an employee makes an inquiry about or requests parental leave. An employer shall not discharge, discipline, penalize, interfere with, or otherwise retaliate or discriminate against an employee for asserting parental leave rights or remedies. BONE MARROW/ORGAN DONATION LEAVE Employees working an average of 20 or more hours per week may take paid leave, not to exceed 40 hours, unless agreed to by the city, to undergo medical procedures to donate bone marrow or an organ. The 40 hours is over and above the amount of accrued time the employee has earned. The city may require a physician’s verification of the purpose and length of the leave requested to donate bone marrow or an organ. If there is a medical determination that the employee does not qualify as a bone marrow or organ donor, the paid leave of absence granted to the employee prior to that medical determination is not forfeited. An employer shall not discharge, discipline, penalize, interfere with, or otherwise retaliate or discriminate against an employee for asserting bone marrow or organ donation leave rights or remedies. Reasonable Accommodations for Health Conditions Relating to Pregnancy The city will attempt to provide a pregnant employee who requests reasonable accommodation with the following for her health conditions related to her pregnancy or childbirth without notice of a licensed health care provider or certified doula: • More frequent or longer restroom, food, and water breaks • Seating • Limits on lifting over 20 pounds Additionally, the city will provide reasonable accommodations, including, but not limited to, temporary leaves of absence, modification in work schedule or job assignments, and limits to lifting to an employee for health conditions related to pregnancy or childbirth upon request, with the notice of a licensed health care provider or certified doula, unless such accommodations impose an undue hardship on the city. The city will engage in an interactive process concerning an employee’s request for a reasonable accommodation. Following state law, no employee is required to take a leave of absence for a pregnancy nor accept a pregnancy accommodation. The city shall not discharge, discipline, penalize, interfere with, or otherwise retaliate or discriminate against an employee for asserting reasonable accommodations pregnancy rights, or remedies. LACTATION BREAKS