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Exhibit A <br />Resolution 9491 <br />11 /22/2021 <br />Section 4.14 Reasonable Unpaid Work Time for Nursing Mothers and Lactating <br />Employees <br />Nursing mothers and lactating employees will be provided reasonable Unpaid break times <br />to express milk for nursing her infant child during the twelve months following the birth of <br />the child, unless it would cause undue business disruption f^r GRe year after the nhild's <br />b+##. The paid break time times must, if possible, run concurrently with any break time <br />times already provided. The City will provide a room (other than a bathreem restroom) as <br />close as possible to the employee's work area that is shielded from view and free from <br />intrusion from coworkers and the public and includes access to an electrical outlet, where <br />the nursing mother can express milk in private. <br />Reasonable Accommodations to an Employee for Health Conditions Relating to <br />Pregnancy <br />The City will attempt to provide a female employee who requests a reasonable <br />accommodation with the following for her health conditions related to her pregnancy or <br />childbirth without advice of a licensed health care provider or certified doula: <br />• More frequent restroom, food, and water breaks; <br />• Seating; <br />• Limits on lifting over 20 pounds; and/or <br />• Temporary transfer to a less strenuous or hazardous position, should one <br />be available. <br />Additionally, an employer must provide reasonable accommodations to an employee for <br />health conditions related to pregnancy or childbirth upon request, with the advice of a <br />licensed health care provider or certified doula, k-unless the employer demonstrated that <br />s the accommodation would impose an undue hardship on the City. In accordance <br />with state law, no employee is required to take a leave of absence for a pregnancy nor <br />accept a pregnancy accommodation. <br />