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City of Arden Hills Personnel Policy Effective February 29,2016 <br />Employees will be paid their regular wage to testify in court for City-related business. Any <br />compensation received for court appearances (e.g. subpoena fees) arising out of or in <br />connection with city employment, minus mileage reimbursement, must be turned over to <br />the City. <br />VICTIM OR WITNESS LEAVE <br />An employer must allow a victim or witness, who is subpoenaed or requested by the <br />prosecutor to attend court for the purpose of giving testimony, or is the spouse or <br />immediate family member (immediate family member includes parent, spouse, child or <br />sibling of the employee) of such victim, reasonable time off from work to attend criminal <br />proceedings related to the victim's case. <br />Job Related Iniur_y or Illness <br />All employees are required to report any job-related illnesses or injuries to their <br />supervisor immediately (no matter how minor). If your supervisor is not available, then <br />you must report this to the department director or the Director of Administrative <br />Services or his/her designee. If a supervisor is not available and the nature of injury or <br />illness requires immediate treatment, the employee is to go to the nearest available <br />medical facility for treatment and, as soon as possible, notify his/her supervisor of the <br />action taken or the department director or the Director of Administrative Services or <br />his/her designee. In the case of an emergency, 911 should be called. <br />If the injury is not of an emergency nature, but requires medical attention, the employee <br />will report it to the supervisor and make arrangements for a medical appointment. <br />Workers' compensation benefits and procedures to return to work will be applied <br />according to applicable state and federal laws. <br />Pregnancy and Parenting Leave <br />Employees who work twenty (20) hours or more per week and have been employed <br />more than one year are entitled to take an unpaid leave of absence under the Pregnancy <br />and Parenting Leave Act of Minnesota. Female employees for prenatal care, or incapacity <br />due to pregnancy, childbirth, or related health conditions as well as a biological or <br />adoptive parent in conjunction with after the birth or adoption of a child as eligible for <br />up to 12 weeks of unpaid leave and must begin within twelve (12) months of the birth or <br />adoption of the child. In the case where the child must remain in the hospital longer than <br />the mother, the leave must begin within 12 months after the child leaves the hospital. <br />Employee should provide reasonable notice, which is at least XX days. If the leave must <br />be taken in less than three days, the employee should give as much notice as practicable. <br />Employees are required to use accrued leave (i.e., PTO) during Parenting Leave If the <br />48