Laserfiche WebLink
State and federal laws provide for and regulate military leave for employees who aro 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 (UEERRA). Public employees in Minnesota engaged in milit <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 undec <br />federal and state law. Frnployees should contact Human R sources for additional details. <br />6.9 Pregnancy and Parenting Leave <br />All employees are entitled to take an unpaid leave of absence under the Pregnancy and Parenting <br />Leave Act of Minnesota. Female employees for prenatal care, or incapacity due to pregnancy, <br />childbirth, or related health conditions as well as a biological or adoptive parent in conjunction <br />with after the birth or adoption of a child as eligible for up to 12 weeks of unpaid leave and must <br />begin within twelve months of the birth or adoption of the child. In the case where the child must <br />remain in the hospital longer than the mother, the leave must begin within 12 months after the child <br />leaves the hospital. Employee should provide reasonable notice, which is at least 30 days. If the <br />leave must be taken in less than three days, the employee should give as much notice as <br />practicable. <br />Employees are required to use accrued leave (i.e., sick leave, vacation leave, etc.) during Parenting <br />Leave If the employee has any FMLA eligibility remaining at the time this leave commences, this <br />leave will also count as FMLA leave. The two leaves will run concurrently. The employee is <br />entitled to return to work in the same position and at the same rate of pay_ the employee was <br />receiving prior to commencement of the leave. <br />Group insurance coverage will remain available while the employee is on leave pursuant to the <br />Pregnancy and Parenting Leave Act, but the employee will be responsible for the entire premium <br />unless otherwise provided in this policy (i.e., where leave is also FMLA qualifying). <br />For employees on an FMLA absence as well, the employer contributions toward insurance benefits <br />will continue during the FMLA leave absence. <br />Parenting Leave, as provided for in Minnesota Statutes, grants qualifying -ern unpaid leave <br />of up to twelve (12) weeks for: (1) a bialegicral or adoptive parent in eonjunction with the birth e <br />adoption of a child; or (2) a female employee for prenatal care, or incapacity due to pregnancy, <br />ehildbirth, or a r lated health condition. Par ntal 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-fernains in the hospital after the <br />der 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 employee may take unpaid leave for up to a total of sixteen hours during any 12-month period <br />to attend school conferences or classroom activities related to the employee's child (under 18 or <br />under 20 and still attending secondary school), provided the conference or classroom activities <br />cannot be scheduled during non -work hours. When the leave cannot be scheduled during non -work <br />501Page <br />