Laserfiche WebLink
Health Plans: Employees will be allowed to continue health and dental insurance <br />coverage upon termination in accordance with Minnesota Continuation laws and/or <br />federal COBRA regulations. Certain "qualifying" events trigger an Employee's and/or <br />dependents' right to continuation coverage. <br />Termination or Reduction: Generally, an Employee and his or her dependents are <br />allowed to continue coverage for a period of eighteen (18) months when one of the <br />following qualifying events occurs: <br />• A reduction in the Employee's work hours (including strikes or layoffs); or <br />• Voluntary or involuntary termination of the Employee for reasons other than <br />gross misconduct. <br />Divorce, Separation, Death: In the instance of divorce, legal separation or death of the <br />Employee, a spouse and/or dependent child may continue coverage until: <br />• Coverage is obtained under another group plan; or <br />• Until coverage would otherwise end under the plan, such as the City <br />terminating their group coverage for all Employees. <br />Life Insurance Benefits: Generally, if an Employee loses coverage through termination <br />of employment or reduction in hours, she/he has a right to continue group life insurance <br />benefits for a period of eighteen (18) months from the loss of the coverage date. <br />Health FSA: In cases where an Employee has under -spent his/her health FSA, <br />coverage generally will be continued until 90 days after the end of the plan year. <br />12. EMPLOYEE TRAINING/TRAVEL <br />12.1 General Policy — Training and Education <br />Employees may take advantage of training opportunities to help them improve the <br />performance of their present work assignments and to prepare them for future <br />assignments. <br />Cost, staffing, benefit to the City, and other appropriate issues will be considered by the <br />City Administrator in approving requests or assigning training. Time to attend required <br />training will normally be paid time. <br />Advance payments may be authorized for conference registration fees. Once paid, <br />Employees will be held responsible for those fees if the Employee later chooses not to <br />attend, unless unforeseen circumstances appear such as an illness, death in the family, <br />emergency, etc. Other expenses eligible for reimbursement require receipt of appropriate <br />documentation. Required documentation and receipts vary depending on the event. <br />Meals, lodging, and parking require itemized receipts. <br />Page 28 of 60 <br />