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City of Arden Hills Personnel Policy —,!P—* Effective February 29, 2016 "AR�)EN H11 I Amended July 28, 2025 and or to an equivalent position, with the same status, pay, employment benefits, length -of - service credit, and seniority credit as of the date of leave if thev have worked for the Citv for a minimum of 90 calendar days. Ubon return to work, if it becomes evident that the emnlovee is unable to berform the ke essential functions of their position with or without reasonable accommodation) the City may engage in an interactive process, consistent with the Americans with Disabilities Act (MA) and/or Minnesota Human Rights Act (MHRA) and other applicable workplace policies, including workplace safety12rotocols, to determine appropriate next steps. Retaliation The City will not interfere or retaliate against employees who request or take leave in accordance with the MN Paid Leave law. PREGNANCY AND PARENTING LEAVE Employees who work twenty (20) hours or more per week and have been employed more than one year are entitled to take an unpaid leave of absence under the Pregnancy and Parenting Leave Act of Minnesota. Female employees for prenatal care, or incapacity due to pregnancy, childbirth, or related health conditions as well as a biological or adoptive parent in conjunction with after the birth or adoption of a child are eligible for up to 12 weeks of unpaid leave and must begin within twelve (12) months of the birth or adoption of the child. In the case where the child must remain in the hospital longer than the mother, the leave must begin within 12 months after the child leaves the hospital. Employee should provide reasonable notice, which is at least 30 days prior to the expected leave date. If the leave must be taken in less than three days, the employee should give as much notice as practicable. If the employee has any FMLA eligibility remaining at the time this leave commences, this leave will also count as FMLA leave. The two leaves will run concurrently. The employee is entitled to return to work in the same position and at the same rate of pay the employee was receiving prior to commencement of the leave. Group insurance coverage will remain available while the employee is on leave pursuant to the Pregnancy and Parenting Leave Act, and the city will maintain coverage under any group insurance policy, group subscriber contract, or health care plan for the employee and any dependents as if the employee was not on leave, provided, however, that the employee must continue to pay any employee share of the cost of the benefits. the eiitire unless otherwise provided in this policy (i.e., where leave is also FMLA qualifying). For employees on an FNILA absence as well, the employer contributions toward insurance benefits will continue during the FMLA leave absence. 53