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

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After leave has been discussed with Human Resources, employees may apply for MN PFML through the mvbenefits.metlife.com on the MetLife website or by calling MetLife (833) 622- 0135. Interaction with Other Laws and Benefits MN PFML will run concurrently with any leave and/or wage supplement for which an employee may be eligible for under local, state, or federal law, which may include, but is not limited to: Family and Medical Leave Act (FMLA) and/or Minnesota Women's Economic Security Act (WESA) pregnancy and parenting leave Supplementing MN PFML Benefits with Accrued Paid Leave If employees are receiving MN PFML benefits, the city allows employees to supplement, or "top off," their MN PFML benefits with any accrued but unused paid leave. If employees choose to supplement their MN PFML benefits in this way, the combined weekly sum of MN PFML benefits and city -provided paid leave benefits cannot exceed an employee's Individual Average Weekly Wage (IAWW). For more information, contact Human Resources. Maintaining Health Coverage During Leave Unless an employee revokes coverage while on MN PFML, the city will continue to provide group health insurance coverage for an employee on MN PFML under the same conditions as the coverage was provided before the employee took leave. Employees must continue to make timely payments of their share of the premiums for such coverage. If an employee is not using paid time off to cover part or all of the leave, they will be responsible for remitting their 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 MN PFML, employees will be reinstated to their 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 they 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. 46