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<br />: <br /> Page 40 <br /> <br />Section 11.13 Pregnancy and Parenting Leave <br /> <br />a. Overview & Eligibility <br />All employees are entitled to take an unpaid pregnancy and/or parenting leave of absence <br />under the Minnesota Women’s Economic Security Act (WESA). Female employees for <br />prenatal care, or incapacity due to pregnancy, childbirth, or related health conditions as <br />well as a biological or adoptive parent in conjunction with the birth or adoption of a child, <br />are eligible for up to 12 weeks of unpaid leave. Any paid or unpaid leave taken for prenatal <br />care medical appointments will not count toward the 12-week leave. <br /> <br />Additionally, leave under this section must begin within twelve months of the birth or <br />adoption of the child. In the case where the child must remain in the hospital longer than <br />the mother, the leave must begin within 12 months after the child leaves the hospital. <br />Employees should provide reasonable notice, which is at least 30 days. If the leave must <br />be taken in less than three days, the employee should give as much notice as practicable. <br /> <br />b. Interaction with Other Laws and Paid Leave <br />Leave under this section runs concurrently with FMLA when the leave is for the same <br />purpose. <br /> <br />Additionally, employees may choose, but are not required, to use any accrued vacation <br />leave or Sick Leave/Earned Sick and Safe Time leave during this leave. When the employee <br />is also receiving MN Paid Leave benefits, the combined weekly sum of MNPL benefits and <br />any City-provided paid leave benefits cannot exceed your Individual Average Weekly <br />Wage (IAWW). For more information, contact the Finance Department. <br /> <br />c. Job Reinstatement <br />The employee is entitled to return to work in the same position and at the same rate of <br />pay the employee was receiving prior to commencement of the leave. <br /> <br />Group insurance coverage, including any employer contributions toward the benefits, will <br />continue while the employee is on leave pursuant to the Pregnancy and Parenting Leave <br />Act, provided the employee continues to pay any employee share of the cost of the <br />benefits. <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 />Section 11.14 Reasonable Accommodations Relating to Pregnancy <br />