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<br />: <br /> Page 41 <br />The City will attempt to provide a female employee who requests reasonable accommodation <br />with the following accommodations for her health conditions related to her pregnancy or <br />childbirth without advice of a licensed health care provider or certified doula: <br /> <br />• More frequent or longer restroom, food, and water breaks. <br />• Seating; and/or limits on lifting over 20 pounds <br /> <br />Additionally, an employer must provide reasonable accommodations, including, but not limited <br />to, temporary leaves of absence, modification in work schedule or job assignments, seating, more <br />frequent or longer break periods and limits to heavy lifting to an employee for health conditions <br />related to pregnancy or childbirth upon request, with the advice of a licensed health care <br />provider or certified doula, unless the employer demonstrates the accommodation would <br />impose an undue hardship on the operation of the employer's business. In accordance with state <br />law, no employee is required to take a leave of absence for a pregnancy nor accept a pregnancy <br />accommodation. <br /> <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 /> <br />Section 11.15 Reasonable Work Time for Nursing and Lactating Employees <br /> <br />Nursing mothers and lactating employees will be provided with reasonable paid break times <br />(which may run concurrently with already provided break times) to express milk. <br /> <br />The City will provide a clean, private and secure room (other than a bathroom) as close as possible <br />to the employee’s work area that is shielded from view and free from intrusion from coworkers <br />and the public and includes access to an electrical outlet, where the nursing mother can express <br />milk in private. <br /> <br />An employer shall not discharge, discipline, penalize, interfere with, or otherwise retaliate or <br />discriminate against an employee for asserting nursing rights or remedies. <br /> <br />Section 11.16 Adoptive Parents <br /> <br />Adoptive parents will be given the same opportunities for leave as biological parents (see <br />provisions for Parenting Leave). <br /> <br />The leave must be for the purpose of arranging the child’s placement or caring for the child after <br />placement. Such leave must begin before or at the time of the child’s placement in the adoptive <br />home. <br /> <br />Section 11.17 Administrative Leave <br />