Agenda - Council Work Session - 03/12/2024

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condition or a covered family member's serious health condition,including worker's compensation leave and Minnesota State ParentingLeave)eave)will run concurrently with FMLA. Minnesota Parenting Leave and all forms of paid time off(sick leave,disability leave,workers' comp leave,vacation,and compensatory time off)run concurrently with FMLA. Minnesota Parental leave will run concurrently with any other applicable leave,such as FMLA, STD,paid parental leave,sick leave,or accrued vacation and that paid leave cannot be utilized to extend FMLA or parental leave beyond twelve weeks. FAILURE TO RETURN TO WORK AFTER FMLA Under certain circumstances,if the employee does not return to work at the end of the FMLA leave for at least 30 calendar days,the City may require the employee to repay the portion of the monthly cost paid by the City for group health plan benefits.The City may also require the employee to repay any amounts the City paid on the employee's behalf to maintain benefits other than group health plan benefits. ACTIVITIES PROHIBITED DURING FMLA- While on leave,an employ,emy not engage in activities(includingemployment)mployment)which have the same or similar requirements and essential functions of an employee's current position. While on leave,an employ,emy not engage in any activity that conflicts with the best interests of the City. Such conduct will result in disciplinary action up to and including termination of employment. SENIORITY Unless required by a contract provision,seniority does not accrue during any period of unpaid FMLA except as allowed when the leave is covered by worker's compensation.However,seniority accrued prior to commencement of FMLA leave will not be lost. FMLA— QUALIFIED EXIGENCY AND MIL TARY CAREGIVER LEAVE Qualified Exigency Eligible employees(described above)whose spouse,son,daughter,or parent either has been notified of an impending call or order to covered active military duty or who is already on covered active duty may take up to 12 weeks of leave for reasons related to or affected by the family member's call-up or service. The qualifying exigency must be one of the following:(1)short-notice deploy ment; 2 military events and activities;(3)childcare and school activities;(3)financial and legal arrangements;(5j counseling;(6)rest and recuperation;(7)post-deployment activities;(8)parental care; additional activities that arise out of active duty,provided that the employer and employee agree, including agreement on timing and duration of the leave. Military Caregiver Leave An employee eligible for FMLA leave(described above)who is the spouse,son,daughter,parent, or next of kin of a covered servicemember may take up to 26 weeks in a single 12-month period to care for that servicemember. 421Page