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City of Arden Hills Personnel Policy Effective February 29,2016 <br />An employee's reinstatement rights are the same as they would have been had the <br />employee not been on leave. Thus, if an employee's position would have been eliminated <br />or an employee would have been terminated but for the leave, the employee would not <br />have the 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 <br />of 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. <br />If 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 <br />employee 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 <br />may end. Loss of coverage for failure to pay premiums is not a qualifying event for <br />purposes of continuation coverage under COBRA. <br />56