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02-16-16-WS
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02-16-16-WS
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2/16/2016 9:08:49 AM
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2/16/2016 8:59:34 AM
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City of Arden Hills Personnel Policy Effective February 29,2016 <br />The City will require certification of the qualifying exigency for military family leave. The <br />employee must respond to such a request within 15 days of the request or provide a <br />reasonable explanation for the delay. Failure to provide certification may result in a denial <br />of continuation of leave. This certification will be provided using the DOL Certification of <br />Qualifying Exigency for Military Family Leave <br />Certification for Serious Injury or Illness of Covered Servicemember for Military <br />Family Leave <br />The City will require certification for the serious injury or illness of the covered <br />servicemember.The employee must respond to such a request within 15 days of the request <br />or provide a reasonable explanation for the delay. Failure to provide certification may result <br />in a denial of continuation of leave. This certification will be provided using the DOL <br />Certification for Serious Injury or Illness of Covered Servicemember. <br />All other provisions of the FMLA policy, including Use of Paid Leave, employee status <br />and benefits during leave, the Procedure for Requesting Leave, Benefits during Leave and <br />Reinstatement, are outlined above in the FMLA policy. <br />Reasonable Unpaid Work Time for Nursing Mothers <br />Nursing mothers will be provided reasonable unpaid break time for nursing mothers to <br />express milk for nursing her child for one year after the child's birth. The City will <br />provide a room (other than a bathroom) as close as possible to the employee's work area, <br />that is shielded from view and free from intrusion from coworkers and the public and <br />includes access to an electrical outlet, where the nursing mother can express milk in <br />private. <br />Light Duty/Modified Duty Assignment <br />This policy is to establish guidelines for temporary assignment of work to temporarily <br />disabled employees who are medically unable to perform their regular work duties. Light <br />duty is evaluated by the City Administrator or his/her designee on a case-by-case basis. <br />This policy does not guarantee assignment to light duty. <br />Such assignments are for short-term, temporary disability-type purposes; assignment of <br />light duty is at the discretion of the City Administrator or his/her designee. The City <br />Administrator or his/her designee reserves the right to determine when and if light duty <br />work will be assigned. <br />When an employee is unable to perform the essential requirements of his/her job due to <br />a temporary disability, he/she will notify the supervisor in writing as to the nature and <br />61
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