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54 12/2024 <br /> <br /> <br /> <br />Effective July 1, 2023, the city will inform employees of their parental leave rights at the time of hire and <br />when an employee makes an inquiry about or requests parental leave. <br /> <br />An employer shall not discharge, discipline, penalize, interfere with, or otherwise retaliate or discriminate <br />against an employee for asserting parental leave rights or remedies. <br /> <br />BONE MARROW/ORGAN DONATION LEAVE <br />Employees working an average of 20 or more hours per week may take paid leave, not to exceed 40 hours, <br />unless agreed to by the city, to undergo medical procedures to donate bone marrow or an organ. The 40 <br />hours is over and above the amount of accrued time the employee has earned. <br /> <br />The city may require a physician’s verification of the purpose and length of the leave requested to donate <br />bone marrow or an organ. If there is a medical determination that the employee does not qualify as a bone <br />marrow or organ donor, the paid leave of absence granted to the employee prior to that medical <br />determination is not forfeited. <br /> <br />An employer shall not discharge, discipline, penalize, interfere with, or otherwise retaliate or discriminate <br />against an employee for asserting bone marrow or organ donation leave rights or remedies. <br /> <br />Reasonable Accommodations for Health Conditions Relating to Pregnancy <br />The city will attempt to provide a pregnant employee who requests reasonable accommodation with the <br />following for her health conditions related to her pregnancy or childbirth without notice of a licensed <br />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 /> <br />Additionally, the city will provide reasonable accommodations, including, but not limited to, temporary <br />leaves of absence, modification in work schedule or job assignments, and limits to lifting to an employee <br />for health conditions related to pregnancy or childbirth upon request, with the notice of a licensed health <br />care provider or certified doula, unless such accommodations impose an undue hardship on the city. The <br />city will engage in an interactive process concerning an employee’s request for a reasonable <br />accommodation. <br /> <br />Following state law, no employee is required to take a leave of absence for a pregnancy nor accept a <br />pregnancy accommodation. <br /> <br />The city shall not discharge, discipline, penalize, interfere with, or otherwise retaliate or discriminate <br />against an employee for asserting reasonable accommodations pregnancy rights, or remedies. <br /> <br />LACTATION BREAKS <br />Lactating employees will be provided reasonable paid break times (which may run concurrently with <br />already provided break times) to express milk. The city will provide a clean, private and secure room (other <br />than a bathroom) as close as possible to the employee’s work area, that is shielded from view and free <br />from intrusion from coworkers and the public and includes access to an electrical outlet, where the nursing <br />mother can express milk in private. The city shall not discharge, discipline, penalize, interfere with, or <br />otherwise retaliate or discriminate against an employee for asserting nursing rights or remedies. <br /> <br />Light Duty/Modified Duty Assignment <br />This policy is to establish guidelines for temporary assignment of work to temporarily disabled employees