Laserfiche WebLink
• More frequent restroom, food, and water breaks; <br />• Seating; and/or <br />• Limits on lifting over 20 pounds. <br />Additionally, an employer must provide reasonable accommodations, including, but not limited to, <br />temporary leaves of absence, modification in work schedule or job assignments, seating, more frequent <br />or longer break periods and limits to heavy lifting to an employee for health conditions related to <br />pregnancy or childbirth upon request, with the advice of a licensed health care provider or certified <br />doula, unless the employer demonstrates the accommodation would impose an undue hardship on the <br />operation of the employer's business. In accordance with state law, no employee is required to take a <br />leave of absence for a pregnancy nor accept a pregnancy accommodation. <br />During any leave for which an employee is entitled to benefits or leave under this section, the employer <br />will maintain coverage under any group insurance policy, group subscriber contract, or health care plan <br />for the employee and any dependents as if the employee was not on leave, provided, however, that the <br />employee must continue to pay any employee share of the cost of the benefits. <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 />For reference Minn. Stat.$ 181.939. and Minn. Stat. $ 181.9414 <br />Page 47 of 172 <br />294 <br />