My WebLink
|
Help
|
About
|
Sign Out
Home
Browse
Search
CCP 05-13-2002
ArdenHills
>
Administration
>
City Council
>
City Council Packets
>
2000-2009
>
2002
>
CCP 05-13-2002
Metadata
Thumbnails
Annotations
Entry Properties
Last modified
5/8/2007 1:17:12 PM
Creation date
11/13/2006 4:04:04 PM
Metadata
Fields
Template:
General (2)
There are no annotations on this page.
Document management portal powered by Laserfiche WebLink 9 © 1998-2015
Laserfiche.
All rights reserved.
/
181
PDF
Print
Pages to print
Enter page numbers and/or page ranges separated by commas. For example, 1,3,5-12.
After downloading, print the document using a PDF reader (e.g. Adobe Reader).
View images
View plain text
<br />City of Arden Hills Personnel Policy <br /> <br />Effective JlUle 29, 2002 <br /> <br />3. <br /> <br />If the employee fails to return from a family / medical leave at the end of the <br />twelve (12) week period, the employee will be reinstated to his/her same or <br />similar position, only if available, in accordance with applicable laws. If the <br />same or similar position is not available, the employee may be terminated. <br /> <br />. <br /> <br />Effect On Benefits <br /> <br />1. An employee granted a leave under this policy will continue to be covered <br />under the City's group health insurance plan under the same conditions and at <br />the same level of City contribution as would have been provided if they had <br />been continuously employed during the leave period. If there are changes in the <br />City's contribution levels while the employee is on leave, those changes will take <br />place as if the employee were still on the job. <br /> <br />2. The employee will be required to continue payment of the employee portion of <br />benefits. The employee will be advised in writing at the beginning of the leave <br />period as to the amount and method of payment. <br /> <br />3. <br /> <br />If an employee's contribution is more than thirty (30) days late, the City may <br />terminate the employee's insurance coverage (subject to COBRA requirements). <br /> <br />. <br /> <br />4. If the City pays the employee contribution(s) missed by the employee while on <br />leave, the employee will be required to reimburse the City for delinquent <br />payments (on a payroll deduction schedule) no later than ninety (90) days after <br />return from leave. The employee will be required to sign a written statement at <br />the beginning of the leave period authorizing the payroll deduction for <br />delinquent payments. <br /> <br />5. If the employee fails to return from unpaid family /medicalleave for reasons <br />other than (certification is required within thirty (30) days of failure to return <br />for either reason): <br /> <br />a. the continuation, recurrence or onset of a serious health condition of the <br />employee or a covered family member; or <br />b. circumstances beyond the employee's control <br /> <br />the City may seek reimbursement from the employee for the portion of the <br />premiums paid by the City on behalf of that employee during the leave. <br /> <br />6. <br /> <br />Seniority and other benefits do not accrue during the period of unpaid <br />family / medical leave; however, any benefits accrued prior to commencement of <br />such leave will not be lost. <br /> <br />. <br /> <br />30 <br />
The URL can be used to link to this page
Your browser does not support the video tag.