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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For an employer with fifteen (15) or more permanent full-time employees to fail to
make a reasonable accommodation to the known disability of a qualified person with
a disability, or the known pregnancy-related limitations of a qualified employee,
unless it can demonstrate that the accommodation would impose an undue hardship on
it. A prospective employer need not pay for an accommodation for a job applicant if
it is available from an alternative source without cost to the employer or applicant.

To determine the appropriate reasonable accommodation the employer must initiate an
informal, interactive process with the qualified employee in need of the accommodation.
This process should identify the limitations affecting the qualified employee and
any potential reasonable accommodations that could overcome those limitations. It
is an unlawful discriminatory practice for an employer to require a qualified employee
with known pregnancy-related limitations to accept an accommodation other than any
reasonable accommodation arrived at through the interactive process described above.

For purposes of section 139.40(b), a "qualified employee" means an employee or applicant who, with or without reasonable
accommodation, can perform the essential functions of the employment position, except
that an employee or applicant will be considered qualified if: their inability to
perform an essential function is for a temporary period; they will be able to perform
the essential function in the near future; and their inability to perform the essential
function can be reasonably accommodated.

In determining whether an accommodation would impose an undue hardship on the operation
of an employer, factors to be considered include:

a.