Laserfiche WebLink
If there are changes in the City's contribution levels while the employee is on leave, those changes <br />will take place as if the employee were still on the job. <br />Rights to additional continued benefits will depend on whether leave is paid or unpaid. <br />Any paid disability leave benefits (Short Term Disability or Long Term Disability), sick leave, or <br />compensatory time off available to employees for a covered reason (an employee's serious health <br />condition or a covered family member's serious health condition, including worker's compensation <br />leave and Minnesota State Parenting Leave) will run concurrently with FMLA. <br />Minnesota Parenting Leave and all forms of paid time off (sick leave, disability leave, workers' <br />comp leave, vacation, and compensatory time off) run concurrently with FMLA. <br />Minnesota Parental leave will run concurrently with any other applicable leave, such as FMLA, <br />STD, paid parental leave, sick leave, or accrued vacation and that paid leave cannot be utilized to <br />extend FMLA or parental leave beyond twelve weeks. <br />FAILURE TO RETURN TO WORK AFTER FMLA <br />Under certain circumstances, if the employee does not return to work at the end of the FMLA leave <br />for at least 30 calendar days, the City may require the employee to repay the portion of the monthly <br />cost paid by the City for group health plan benefits. The City may also require the employee to <br />repay any amounts the City paid on the employee's behalf to maintain benefits other than group <br />health plan benefits. <br />ACTIVITIES PROHIBITED DURING FMLA- <br />While on leave, an employee may not engage in activities (including employment) which have the <br />same or similar requirements and essential functions of an employee's current position. <br />While on leave, an employee may not engage in any activity that conflicts with the best interests of <br />the City. Such conduct will result in disciplinary action up to and including termination of <br />employment. <br />SENIORITY <br />Unless required by a contract provision, seniority does not accrue during any period of unpaid <br />FMLA except as allowed when the leave is covered by worker's compensation. However, seniority <br />accrued prior to commencement of FMLA leave will not be lost. <br />FMLA - QUALIFIED EXIGENCY AND MILTARY CAREGIVER LEAVE <br />Qualified Exigency <br />Eligible employees (described above) whose spouse, son, daughter, or parent either has been <br />notified of an impending call or order to covered active military duty or who is already on covered <br />active duty may take up to 12 weeks of leave for reasons related to or affected by the family <br />member's call-up or service. <br />The qualifying exigency must be one of the following: (1) short -notice deployment., (2) military <br />events and activities; (3) childcare and school activities; (3) financial and legal arrangements; (5) <br />counseling; (6) rest and recuperation; (7) post -deployment activities; (8) parental care: or (9) <br />421Page <br />