Agenda - Council Work Session - 11/25/2025

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(FMLA) and/or Minnesota Women's Economic Security Act (WESA) pregnancy and parenting leave Supplementing MNPL Benefits with Accrued Paid Leave If you are receiving MNPL benefits, the city allows you to supplement, or "ton off," your MNPL benefits with any accrued but unused paid leave. If you choose to supplement your MNPL benefits in this way, the combined weekly sum of MNPL benefits and city -provided paid leave benefits cannot exceed your Individual Average Weekly Wage e (IAWW). For more information, contact Human Resources. Maintaining Health Coverage During Leave Unless the employee revokes coverage while on MNPL, the city will continue to provide group health insurance coverage for an employee on MNPL under the same conditions as the coverage was provided before the employee took leave. You must continue to make timely payments of your share of the premiums for such coverage. If you are not using paid time off to cover part or all of the leave, you will be responsible for remitting your portion of health premiums to the city in order to ensure continuation of benefits. Group health insurance may be cancelled if an employee's premium payment is 30 days late. Before terminating coverage. the city will provide written notice to the employee at least 15 days before the coverage is terminated listing the final date payment is due (30 days past the due date) to avoid cancellation, and the date coverage will end if payment is not received. An employee's share of premium payments for their group health insurance coverage may, , at the employee's option, be: • prepaid at or before the start of the leave in which your health deductions may be modified to accept the agreed -upon amounts and cadence of premium deductions: • arranged to write a check for the duration that the employee may be out: • be postpaid after the leave has ended in which your health deductions may be modified to accept the agreed -upon amounts and cadence of premium deductions. Reinstatement Upon return from covered MNPL, you will be reinstated to your previous position or to an equivalent position, with the same status, pay, employment benefits, length -of -service credit, and seniority credit as of the date of leave as long as you have worked for the city for a minimum of 90 calendar days. Upon return to work, if it becomes evident that the employee is unable to perform the key essential functions of their position (with or without reasonable accommodation), the city may engage in an interactive process, consistent with the American with Disability Act (ADA) and/or Minnesota Human Rights Act (MHRA) and other applicable workplace policies, including workplace safety protocols, to determine appropriate next steps. Retaliation The city will not interfere or retaliate against employees who request or take leave in accordance with the MN Paid Leave law. 46