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<br />classification or any other duties the City considers to be appropriate. <br />Duration of light duty will be determined at the sole discretion of the City. <br /> <br />E) Assignments to light duty will be reviewed on a monthly basis or more often <br />as deemed necessary by the City. The City, in its sole discretion, reserves the <br />right to terminate a light duty assignment at any time based upon, but not <br />limited to, the factors set forth in sub-item C) above. <br /> <br />11. INSURANCE PLANS <br /> <br />11.1 Health, Dental, Disability, & Life Insurance <br /> <br />Upon proper application and subject to payment of any required premiums, all <br />regular full time Employees, working at least 32 hours per week, will be required to <br />be covered by the City's health, dental, short-term disability and life insurance plans. <br />Subject to the payment of the required premiums, an Employee's dependents may <br />also be covered under such plans. <br /> <br />11.2 Cafeteria Plan <br /> <br />The City will contribute an amount, designated on an annual basis by action of the <br />City Council, to the Employee for use in the City's Cafeteria Plan. Employees are <br />required to choose at least the core benefit plan, as defined in the City's Cafeteria <br />Plan document. Any balance remaining after the required core benefits have been <br />purchased may be used in any authorized area of the plan, such as: <br /> <br />(A) The purchase of additional life, disability, or long term care insurance offered <br />through the City's plan; <br /> <br />(B) Contribution to an authorized flexible spending account; <br /> <br />(C) Contribution to an Employer sponsored deferred compensation (457) <br />program. <br /> <br />(D) Or, the Employee may elect to receive the balance in taxable income. <br /> <br />11.3 Continuation of Benefits <br /> <br />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 <br />and/or dependents' right to continuation coverage. <br /> <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 /> <br />25 <br />