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Date: 08/04/03 Imo. Orgmizational Bufiuw Employ HmM For employees suffering from a disability as that term is defined by the Americans With Disabilities Act (ADA), [who have also qualified for disability benefits under the city's [or other] long or short term disability insurance plan] the city may, at its sole discretion, continue to pay the city's portion of [single] [family] [health] [Iife] [and/or] [dental] insurance premiums under the city's group [health] [life] [and/or] [dental] insurance plan(s) for up to one year after the employee is unable to work due to the disabling condition. The city will require verification from a physician that the employee is suffering from a disability, as defined under the ALFA, and that the employee is unable to perform the employee's job duties, with or without reasonable accommodation, and the anticipated period of time the employee will require leave before benefits render this section may be granted. The city may require periodic updates from the employee's physician, at periodic intervals, to be determined by the City Manager. NI W Irfle& For employees suffering from a disability as that term is defined by the Americans With Disabilities Act (ADA), the city may, at its sole discretion, continue to pay the city's portion of [single] [family] [health] [life] [and/or] [dental] insurance premiums under the city's group [health] [life] [and/or] [dental] insurance plan(s) for up to one year after the employee is unable to work. For employees suffering from a disabling condition as defined by the ADA who, because of their disability, are required to work a reduced or intermittent schedule and fall below the minimum of twenty (20) hours per week for employer contribution clue to the disabling condition, the city may, at its sole discretion, continue to pay the city's portion of [single] [family] [health] [life] [and/or] [dental] insurance premiums under the city's group [health] [life] [and/or] [dental] insurance plan(s) at the sane rate city was paying prior to the employee reducing his or her hours, for up to one year after the employee's schedule is reduced due to the disabling condition. The maximum period under which the city may choose to continue paging premiums shall be one year. Employees may not obtain benefits in excess of one year by seeping to combined premium payments from extended leaves and intermittent or reduced schedules. The city will require verification from a physician that the employee is suffering from a disability, as defined under the ADA, and that the employee is unable to perform the