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relevant factors, as determined by the Human Resources Manager’s sole discretion. The <br />City does not guarantee that any light duty will be available, and is under no obligation to <br />create a new position to accommodate any employee’s inability to perform the essential <br />functions of their job. <br />D.The City will determine what job duties the employee will perform. These duties may <br />include those currently assigned to the employee’s job classification or any other duties the <br />City considers to be appropriate. Duration of light duty will be determined at the sole <br />discretion of the City, but will not exceed two to four weeks. <br />E.If the treating physician requires a continuation of light duty beyond the initial two weeks, <br />the employee must submit the treating physician’s documentation for the Human Resources <br />Manager’s review in order to determine if the City can grant an additional two weeks of <br />light duty. The City, at its sole discretion, reserves the right to terminate a light duty <br />assignment at any time based upon, but not limited to, the factors set forth in sub-item C <br />above. <br />6.8 Military Leave <br />State and federal laws provide for and regulate military leave for employees who are called to <br />military service, whether in the Reserves or full-time service. Leave from employment to <br />participate in military duty is addressed in federal law in the Uniformed Services Employment & <br />Re-employment Rights Act (USERRA). Public employees in Minnesota engaged in military <br />service have additional benefits under Minnesota Statutes. Every city of Ramsey employee, <br />whether in the Reserves or full-time service, will be afforded the benefits entitled to them under <br />federal and state law. Employees should contact Human Resources for additional details. <br />6.9 Parenting Leave <br />Parenting Leave, as provided for in Minnesota Statutes, grants qualifying employees unpaid leave <br />of up to twelve (12) weeks for: (1) a biological or adoptive parent in conjunction with the birth or <br />adoption of a child; or (2) a female employee for prenatal care, or incapacity due to pregnancy, <br />childbirth, or a related health condition. Parental Leave is considered to be taken simultaneously <br />with FMLA leave. If leave is taken due to the birth or adoption of a child, the leave must begin <br />within twelve (12) months of the birth or adoption, unless the child remains in the hospital after the <br />mother has been discharged, in which case the leave must begin within twelve (12) months after <br />the child leaves the hospital. <br />6.10 School Conference and Activities Leave <br />Any qualifying employee may take leave of up to 16 hours during any 12-month period to attend <br />school-related activities related to the employee’s child attending school, provided the school-related <br />activities cannot be scheduled during non-work hours. <br />When the leave cannot be scheduled during non-work hours and the need for the leave is foreseeable, <br />the employee must provide reasonable prior notice of the leave and make a reasonable effort to <br />schedule the leave so as not to unduly disrupt the operations of the employer. Employees may use <br />accrued vacation leave or compensatory time off concurrently with leave granted pursuant to this <br />section. <br />34 | Page <br />