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

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and requested in advance, will be granted as may reasonably be required under individual circumstances, subject to the approval of the Supervisor. Immediate Family Defined: Immediate family (for purposes of this Section) is defined as an Employee's parent, stepparent, spouse, child, stepchild, foster child, adopted child, brother, sister, stepbrother, stepsister, grandparent, grandchild, spouse's parents, brother-in-law, or sister-in-law. Pay: The actual amount of time off and funeral leave approved will be determined by the City Administrator depending on individual circumstances, (such as the closeness of the relative, arrangements to be made, distance to the funeral, etc.). In these situations, Employees will receive their regular pay except that Employees will not be paid for regularly scheduled days off. 9.6 Parenting Leave General: Under Minnesota Statute §181.941, an Employee is eligible to take up to six weeks time off without pay in conjunction with the birth, adoption, or becoming the foster parent of a child. The leave mayParen begin not more than six weeks after the birth or adoption; except that, in the case where the child must remain in the hospital longer than the mother, the leave may not begin more than six weeks after the child leaves the hospital. Eligibility: All Employees are eligible for parenting leave upon hiring. Health Benefits: Insurance coverage, as was previously in effect, will continue while on parenting leave. The City will continue to pay its share of the coverage as if the Employee were at work. The Employee will be responsible for his/her share. Use of Personal Leave: Employees are not required to use personal leave during parental leave but may use personal leave at their option for any period of this leave. Benefits will not continue to accrue during unpaid Parenting Leave. Reinstatement: The Employee is entitled to return to work in the same or comparable position and at the same rate of pay the Employee was receiving prior to commencement of the leave unless the Employee's job was eliminated during the leave. In this instance, the Employee will be treated as laid off pursuant to Section 5.4. Reasonable Work Time for Nursing Mothers: Nursing mothers and lactating employees will be provided with reasonable paid break times (which may run concurrently with already provided break times) to express milk. The city will provide a clean, private, and secure room (other than a bathroom) as close as possible to the employee's work area, that is shielded from view and free from intrusion from coworkers and the public and includes access to an electrical outlet, where the nursing mother can express milk in private. An employer shall not discharge, discipline, penalize, interfere with, or otherwise retaliate or discriminate against an employee for asserting nursing rights or remedies. Page 23 of 60