Res. #24-006 - Adopting a Revised Personnel Policy

Home Browse Search

engaged in training or active service, not exceeding a total of fifteen (15) days in any calendar year. Conditions: The leave of absence is only in the event the Employee returns to employment immediately upon being relieved from military or naval service, or is prevented from returning by physical or mental disability or other cause not the fault of the Employee, or is required by the proper authority to continue in military or naval service beyond the fifteen (15) day period allowed for the paid leave of absence. Notice Requirements: Notice will be given to the City at least fifteen (15) working days in advance of the requested leave. Notice may be waived under certain circumstances. Active Duty: In accordance with State law, the Employee will be granted an unpaid leave of absence when called into active duty. If an Employee has not yet used his/her fifteen (15) days of paid leave when called to active duty, use of any unused paid time will be allowed prior to the unpaid leave of absence. Benefits: Eligibility for continuation of insurance coverage will be in accordance with the Uniformed Services Employment & Reemployment Rights Act of 1994 (USERRA). The Employee and dependents have the right to eighteen (18) months of continuation coverage. When the Employee returns to work, the Employee and any dependents may re -enroll in the City's insurance plan without any pre-existing condition limitations or waiting periods that might otherwise apply to a new Employee, whether or not the Employee or their dependents chose to continue coverage during military leave. The leave of absence will not be considered work time for purposes of PTO accrual. dependents chose to continue coverage during military leave. The leave of absence will not be considered work time for purposes of PTO accrual. Status upon Return: Returning reservists have the right to return to their jobs or to another job of similar seniority status and pay upon completion of active duty in accordance with M.S. 192.261, Subd. 2 and 38 U.S.C. §2021 and 2024. If the Employee chooses not to return to work for the City, federal COBRA and /or Minnesota Continuation laws would apply. 9.4 Jury Duty General: Regular Employees may be absent with pay when serving jury duty or when subpoenaed as a witness in court or voluntarily serving as a witness in a case in which the City is a party. Pay: To receive their normal wages, the Employee must pay the jury duty compensation to the City, minus any mileage or parking reimbursement. If the jury duty compensation exceeds the regular salary rate, the Employee may keep the difference. 9.5 Funeral Leave General: Paid time off may be granted, up to a maximum of three (3) days, in the event a regular Employee suffers a death in his or her immediate family, in accordance with the provisions of this Section. Additional time off without pay, or Personal Time Off if available Page 22 of 60