Agenda - Council - 12/09/2025 - Laserfiche WebLink

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Recertification may also be required if there is a question as to the validity of the certification or if the employee is unable to return to work due to the serious health condition. Reinstatement Employees returning from Family and Medical Leave will be reinstated in the same position or a position equivalent in pay, benefits, and other terms and conditions of employment. Group Health Insurance and Other Benefits, Concurrent Leave, and Substitution of Paid Leave An employee granted leave under this policy will continue to be covered under the City's group health and dental insurance plan under the same conditions and at the same level of City contribution as would have been provided had the employee been continuously employed during the leave period. The employee will be required to continue payment of the employee portion of group insurance coverage while on leave. Arrangements for payment of the employee's portion of premiums must be made by the employee with the City. If there are changes in the City's contribution levels while the employee is on leave, those changes will take place as if the employee were still on the job. Rights to additional continued benefits will depend on whether leave is paid or unpaid. Any paid disability leave benefits (Short -Term Disability or Long -Term Disability), sick leave, or compensatory time off available to employees for a covered reason (an employee's serious health condition or a covered family member's serious health condition, including worker's compensation leave and Minnesota State Parenting Leave) will run concurrently with FMLA. Concurrent Leave Minnesota Parental leave runs concurrently with any other applicable leave, such as FMLA, MN PFML, STD/LTD, paid parental leave, sick leave (ESST), or accrued vacation, and that paid leave cannot be utilized to extend FMLA or parental leave beyond twelve (12) weeks. Additionally, Minnesota Women's Economic Security Act (WESA) Pregnancy and Parenting Leave runs concurrently with FMLA when the leave is for the same purpose. Minnesota WESA Pregnancy and Parenting Leave dictates Minnesota WESA Pregnancy and Parental leave will run concurrently with FMLA and cannot be utilized to extend FMLA or WESA Pregnancy and Parenting leave beyond twelve weeks. However, pursuant to Minnesota Statute § 181.943(c), the 12-week leave under the WESA pregnancy and parenting leave law cannot be reduced by any period of paid or unpaid leave taken for prenatal care medical appointments. 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 thirty (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 37