Laserfiche WebLink
City of Arden Hills Personnel Policy Effective February 29,2016 <br />Regular Leave without Pav <br />Upon consideration of a formal written request by an employee, The City Administrator <br />may authorize leave without pay for up to thirty (30) days. An additional thirty (30) days <br />extension beyond that period may be granted at the discretion of the City Administrator. <br />Leave without pay for greater periods may be granted by the City Council to a maximum <br />of one (1) year. <br />Normally employee benefits will not be earned by an employee while on leave without <br />pay. However, the City's contribution toward health, dental and life insurance may be <br />continued, if approved by the City Council, for leaves of up to ninety (90) days when the <br />leave is for medical reasons and FMLA has been exhausted. <br />If an employee is on a regular leave without pay and is not working any hours, the <br />employee will not accrue (or be paid for) holidays, or PTO (annual leave). Employees who <br />are working reduced hours while on this type of leave will receive holiday pay on a <br />prorated basis and will accrue PTO (annual leave) based on actual hours worked. <br />Leave without pay hours will not count toward seniority and all accrued PTO and <br />compensatory time must normally be used before an unpaid leave of absence will be <br />approved. <br />To qualify for leave without pay, an employee need not have used all PTO (annual leave) <br />unless the leave is for medical reasons. (An employee absent for Parenting Leave is not <br />required to use PTO). Leave without pay for purposes other than medical leave or work- <br />related injuries will be at the convenience of the City. <br />Employees returning from a leave without pay for a reason other than a qualified <br />Parenting Leave or FMLA, will be guaranteed return to the original position only for <br />absences of thirty (30) calendar days or less. <br />Employees receiving leave without pay in excess of thirty (30) calendar days, for reasons <br />other than qualified Parenting Leave or FMLA, are not guaranteed return to their original <br />position. If their original position or a position of similar or lesser status is available, it <br />may be offered at the discretion of the City Administrator subject to approval of the City <br />Council. <br />50