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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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City of Arden Hills Personnel Policy Effective February 29,2016 <br />employee has any FMLA eligibility remaining at the time this leave commences, this leave <br />will also count as FMLA leave. The two leaves will run concurrently. The employee is <br />entitled to return to work in the same position and at the same rate of pay the employee <br />was receiving prior to commencement of the leave. Group insurance coverage will <br />remain available while the employee is on leave pursuant to the Pregnancy and Parenting <br />Leave Act, but the employee will be responsible for the entire premium unless otherwise <br />provided in this policy (i.e., where leave is also FMLA qualifying). For employees on an <br />FMLA absence as well, the employer contributions toward insurance benefits will <br />continue during the FMLA leave absence. <br />Administrative Leave <br />Under special circumstances, an employee may be placed on an administrative leave <br />pending the outcome of an internal or external investigation. The leave may be paid or <br />unpaid, depending on the circumstances, as determined by the city administrator or <br />his/her designee with the approval of the City Council. <br />Adoptive Parents <br />Adoptive parents will be given the same opportunities for leave as biological parents (see <br />provisions for Parenting Leave). The leave must be for the purpose of arranging the <br />child's placement or caring for the child after placement. Such leave must begin before or <br />at the time of the child's placement in the adoptive home. <br />School Conference Leave <br />Any employee who has worked half-time or more for more than twelve (12) consecutive <br />months, may take unpaid leave for up to a total of sixteen (16) hours during any 12- <br />month period to attend school conferences or classroom activities related to the <br />employee's child (under 18 or under 20 and still attending secondary school), provided <br />the conference or classroom activities cannot be scheduled during non-work hours. <br />When the leave cannot be scheduled during non-work hours and the need for the leave is <br />foreseeable, the employee must provide reasonable prior notice of the leave and make a <br />reasonable effort to schedule the leave so as not to disrupt unduly the operations of the <br />City. Employees may choose to use PTO hours for this absence, but are not required to <br />do so. <br />Bone Marrow Donation Leave <br />Employees working an average of 20 or more hours per week may take paid leave, not to <br />exceed 40 hours unless agreed to by the City, to undergo medical procedures to donate <br />bone marrow. The City may require a physician's verification of the purpose and length <br />of the leave requested to donate bone marrow. If there is a medical determination that <br />the employee does not qualify as a bone marrow donor, the paid leave of absence granted <br />to the employee prior to that medical determination is not forfeited. <br />49
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