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• The City will determine the duties the employee will perform during light duty. These <br />may be tasks from the employee's current job classification or any other duties the City <br />deems appropriate. The duration of light duty will be determined at the sole discretion of <br />the City and will not exceed four weeks without the City Administrator's approval. <br />If the treating physician requires a continuation of light duty beyond four weeks, the employee <br />must submit updated documentation from the treating physician for review by the Administrative <br />Services Director. Final approval or denial for an extension will be made by the City <br />Administrator. <br />The City reserves the sole right to terminate a light duty assignment at any time. <br />6.8 Military Leave <br />State and federal laws regulate military leave for employees who are called to military service, <br />whether in the Reserves or full-time service. Leave from employment to participate in military <br />duty is addressed in federal law in the Uniformed Services Employment & Reemployment <br />Rights Act (USERRA). Public employees in Minnesota engaged in military service have <br />additional benefits under Minnesota statutes. Every City employee, whether in the Reserves or <br />full-time service, will be afforded the benefits which they are entitled to under federal and state <br />law. Employees should contact Human Resources 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 may take leave for prenatal care or incapacity due to <br />pregnancy, childbirth, or related health conditions. Additionally, biological or adoptive parents <br />may take leave in conjunction with the birth or adoption of a child. Eligible employees are <br />entitled to up to 12 weeks of unpaid leave, which must begin within 12 months of the birth or <br />adoption of the child. If the child must remain in the hospital longer than the mother, the leave <br />must begin within 12 months after the child leaves the hospital. <br />Employees should provide reasonable notice, which is at least 30 days. If the leave must be taken <br />in less than 30 days, the employee should provide as much notice as practicable. <br />Employees are required to use accrued leave (i.e., sick leave, vacation leave) during Parenting <br />Leave. If the employee has any FMLA eligibility remaining at the time this leave begins, the <br />leave will also count as FMLA leave, and 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 they received before <br />commencing the leave. <br />Group insurance coverage will remain available while the employee is on leave under the <br />Pregnancy and Parenting Leave Act; however, the employee will be responsible for the full <br />premium unless otherwise provided in this policy (i.e., if the leave also qualifies under FMLA). <br />42 <br />