Minneapolis Code of Ordinances Title 7 (Civil Rights) § 139.40.

Citation: Minneapolis Code of Ordinances Title 7 (Civil Rights) § 139.40.
Jurisdiction: Minneapolis (municipal)
Source: Official source
Original Source: https://library.municode.com/mn/minneapolis/codes/code_of_ordinances?nodeId=C... ↗

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The overall size of the employer with respect to number of employees or members and
the number and type of facilities.

The type of operation, including the composition and structure of the work force.

The nature and cost of the needed accommodation.

The reasonable ability to finance the accommodation at each site of business.

Documented good faith efforts to explore less restrictive or less expensive alternatives,
including consultation with the person with a disability and with knowledgeable persons
with disabilities or disability organizations.

(5)

Except when based on a bona fide occupational qualification, it is an unfair employment
practice for an employer, with respect to all employment related purposes, including
receipt of benefits under fringe benefit programs, not to treat women affected by
pregnancy, childbirth, or disabilities related to pregnancy or childbirth, the same
as other persons who are not so affected but who are similar in their ability or inability
to work, including a duty to make reasonable accommodations as provided by section
139.40(b)(4).

(6)

To deny employment opportunities to a qualified employee if such denial is based on
the need of the employer to make reasonable accommodations based on the qualified
employee's known pregnancy-related limitations.

(7)

To require a qualified employee to take leave, whether paid or unpaid, if another
reasonable accommodation can be provided to a qualified employee with known pregnancy-related
limitations.

(8)

To take an adverse action in terms, conditions, or privileges of employment against
a qualified employee because the employee requested or received a reasonable accommodation
based on their known pregnancy-related limitations.

(9)