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City of Arden Hills Personnel Policy Effective February 29,2016 <br />right to be reinstated upon return from leave. <br />Notice of Intent to Return from FMLA Leave <br />The City requires an employee on FMLA leave to report periodically on the employee's <br />status and intent to return to work. <br />Effect on Benefits <br />An employee granted leave under this policy will continue to be covered under the City's <br />group health and dental insurance plan under the same conditions and at the same level of <br />City contribution as would have been provided had they been continuously employed <br />during the leave period. All paid benefits run concurrently with unpaid FMLA benefits. <br />For example, STD benefits, if available, will run concurrently with unpaid FMLA leave so <br />that an employee will receive STD benefits while taking up to 12 weeks of FMLA leave. If <br />there are changes in the City's contribution levels while the employee is on leave, those <br />changes will take place as if the employee were still on the job. <br />The employee will be required to continue payment of the employee portion of group <br />insurance coverage while on leave. Arrangements for payment of the employee's portion <br />of premiums must be made by the employee with the City. <br />Failure to Return to Work after FMLA <br />Under certain circumstances, if the employee does not return to work at the end of the <br />FMLA leave for at least 30 calendar days, the City may require the employee to repay the <br />portion of the monthly cost paid by the City for group health plan benefits. The City may <br />also require the employee to repay any amounts the City paid on the employee's behalf to <br />maintain benefits other than group health plan benefits. <br />If an employee does not return to work following 12 weeks of FMLA leave, the employee <br />may be subject to COBRA continuation. <br />If the employee fails to pay the City a portion of the premiums for which he or she is <br />responsible during the FMLA leave and the employee fails to return to work, coverage may <br />end. Loss of coverage for failure to pay premiums is not a qualifying event for purposes of <br />continuation coverage under COBRA. <br />If the employee does not return from the FMLA leave and coverage ended sometime <br />during the FMLA leave due to lack of payment, there is no COBRA election available. For <br />COBRA to apply, the employee must have been covered on the day before the qualifying <br />event. In this situation, the qualifying event would occur at the time the employee did not <br />55