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Employees returning from Family and Medical Leave will be reinstated in the same position or a <br />position equivalent in pay, benefits, and other terms and conditions of employment. <br />Group Health Insurance and Other Benefits, Concurrent Leave, and Substitution of Paid <br />LeaveROUP HEALTH INSURANCE AND OTHER BENEFITS, CONCURRENT LEAVE <br />AND SUBSTITUTION OF PAID LEAVE <br />An employee granted leave under this policy will continue to be covered under the Gi-tyCity's <br />group health and dental insurance plan under the same conditions and at the same level of City <br />contribution as would have been provided had the employee been continuously employed during <br />the leave period. The employee will be required to continue payment of the employee portion of <br />group insurance coverage while on leave. Arrangements for payment of the employee's portion of <br />premiums must be made by the employee with the City. <br />If there are changes in the Gi-tyCity's contribution levels while the employee is on leave, those <br />changes will take place as if the employee were still on thejob. <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 vacationand that paid leave cannot be utilized to <br />extend FMLA or parental leave beyond twelve (12) weeks. <br />Failure to Return to Work After FML <br />Under certain circumstances, if the employee does not return to work at the end of the FMLA leave <br />for at least thirty (30 calendar days, the GityCity may require the employee to repay the portion of <br />the monthly cost paid by the GityCity for group health plan benefits. The GityCity may also require <br />the employee to repay any amounts the cityCity paid on the employee's behalf to maintain <br />benefits other than group health plan benefits. <br />Activities Prohibited During FMLA, <br />While on leave, an employee may not engage in activities (including employment) thatwhich have <br />the same or similar requirements and essential functions of the 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 GityCity. Such conduct will result in disciplinary actionup to and including termination of <br />employment. <br />SSenioritv EMORITY <br />521Page <br />Formatted: Font: (Default) Times New Roman, 12 pt, Not <br />Italic <br />- Formatted: Font: (Default) Times New Roman, 12 pt, Not <br />Italic <br />Formatted: Font: (Default) Times New Roman, 12 pt, Not <br />Italic <br />Formatted: Font: Not Italic <br />