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

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Department Head, will consider such factors as public service needs, budgetary consideration, the need for work that can be assigned as light duty, the employee's capability of performing the work, the number of employees unavailable for work due to injury or illness, and other relevant factors. The City does not guarantee the availability of light duty and is under no obligation to create a new position to accommodate an employee's inability to perform the essential functions of their job. • The City will determine the duties the employee will perfonn during light duty. These may be tasks from the employee's current job classification or any other duties the City deems appropriate. The duration of light duty will be determined at the sole discretion of the City and will not exceed four weeks without the City Administrator's approval. If the treating physician requires a continuation of light duty beyond four weeks, the employee must submit updated documentation from the treating physician for review by the Administrative Services Director. Final approval or denial for an extension will be made by the City Administrator. The City reserves the sole right to terminate a light duty assignment at any time. 6.8 Military Leave State and federal laws 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 & Reemployment Rights Act (USERRA). Public employees in Minnesota engaged in military service have additional benefits under Minnesota statutes. Every City employee, whether in the Reserves or full-time service, will be afforded the benefits which they are entitled to under federal and state law. Employees should contact Human Resources for additional details. 6.9 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 incapacity due to pregnancy, childbirth, or related health conditions. Additionally, biological or adoptive parents may take leave in conjunction with the birth or adoption of a child. Eligible employees are entitled to up to 12 weeks of unpaid leave, which must begin within 12 months of the birth or adoption of the child. If 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 30 days, the employee should provide as much notice as practicable. Employees are required to use accrued leave (i.e., sick leave, vacation leave) during Parenting Leave. If the employee has any FMLA eligibility remaining at the time this leave begins, the leave will also count as FMLA leave, and the two leaves will run concurrently. The employee is 42