Agenda - Council - 12/10/2024 - Laserfiche WebLink

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If the treating physician requires a continuation of light duty beyond the initial two week:,four weeks, the employee must submit updated documentation from the treating physicianLs documentation for review by the Administrative Services Director. Final approval or denial for an extension will be made's review, followed by the giyCity Administrator. is approval or denial to in order to determine if the City can grant additional light duty or not. The CityCity reserves the, at its sole discretion, reserves the right to terminate a light duty assignment at any time, based upon, but not limited to, the factors set forth in sub itemsection C ai�ve. 6.8 Military Leave — State and federal laws provide for and regulate military leave for employees who are called to military service, whether in the Reserves or full-time service.— Leave from employment to participate in military duty is addressed in federal law in the Uniformed Services Employment & Re-employment Rights Act (USERRA).—Public employees in Minnesota engaged in military service have additional benefits under Minnesota sgtatutes.— Every cityCity of Ramsey employee, whether in the Reserves or full-time service, will be afforded the benefits wo which they are entitled to them under federal and state law. — Employees should contact Human ResourcesHuman Resources for additional details. 6.9 Parenting Leave Pregnancy and Parenting Leave All employees are entitled to take an unpaid leave of absence under the Pregnancy and Parenting Leave Act of Minnesota. Female employees may take leave for prenatal care -or incapaeitycity due to pregnancy, childbirth, or related health conditions. Additionally, as well as a biological or adoptive parents may take leave in conjunction with after the birth or adoption of a child. E-as eligible employees are entitled to-fe+ up to 12 weeks of unpaid leave, which -ate must begin within twelvel2 months of the birth or adoption of the child. If In the case where the child must remain in the hospital longer than the mother, the leave must begin within 12 months after the child leaves the hospital. Employees should provide reasonable notice, which is at least 30 days. If the leave must be taken in less than 30three days, the employee should providegi'e as much notice as practicable. Employees are required to use accrued leave (i.e., sick leave, vacation leave, etc.) during Parenting Leave. If the employee has any FMLA eligibility remaining at the time this leave commencesbegins, theis leave will also count as FMLA leave, and the -lie two leaves will run concurrently. The employee is entitled to return to work in the same position and at the same rate of pay they e^�received beforeifg prierte-commencing cement of the leave. Group insurance coverage will remain available while the employee is on leave plunder to the Pregnancy and Parenting Leave Act however, , but the employee will be responsible for the 451Page