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may be taken intennittently, all at one time, of in the fenn of a f!edijeed work sehedttle, <br /> depending upon what is medieally neeessaf!y. Leave taken by part time employees in the <br /> 12 mon Ifis. <br /> While en leave, health insttf!anee benefits will eentinue in the same mannef as <br /> leave. Employee eE) payments Must be made in a timely mannef - a-ve <br /> „tif oa <br /> Contaet Human Resetif!ees fef! questions about leave entitlements. <br /> Pregnancy and Parenting Leave <br /> eave <br /> Employees who work twenty (20) hours or more per week and have been employed more <br /> than one year are entitled to take an unpaid leave of absence under the Pregnancy and <br /> Parenting Leave Act of Minnesota. Female employees for prenatal care, or incapacity due <br /> to pregnancy, childbirth, or related health conditions as well as a biological or adoptive <br /> parent in conjunction with after the birth or adoption of a child are eligible for LIP to 12 <br /> weeks of unpaid leave and must begin within twelve (12) months of the birth or adoption <br /> of the child. In the case where the child must remain in the hospital longer than the <br /> mother, the leave must begin within 12 months after the child leaves the hospital. <br /> Employee should provide as much notice as possible. If the leave must be taken in less <br /> than three days, the employee should give as much notice as practicable. <br /> Employees are required to use accrued leave (sick leave, vacation leave, compensatory <br /> time) during Parenting Leave. If the employee has any FMLA eligibility remaining at t the <br /> time this leave commences, this leave will also count as FMLA leave. The two leaves will <br /> run concurrently. <br /> The employee is entitled to return to work in the same position and at the same rate of pay <br /> the employee was receiving prior to commencement of the leave. Group insurance <br /> coverage will remain available while the employee is on leave pursuant to the Pregnancy <br /> and Parenting Leave Act, but the employee will be responsible for the entire premium <br /> unless otherwise provided in this policy (i.e., where leave is also FMLA qualifying). For <br /> employees on an FMLA absence as well, the employer contributions toward insurance <br /> benefits will continue during the FMLA leave absence. <br /> Adoptive Parents <br /> Adoptive parents will be given the same opportunities for leave as biological parents (see <br /> provisions for Parenting Leave).eave). The leave must be for the purpose of arranging the <br /> child's placement or caring for the child after placement. Such leave must begin before or <br /> at the time of the child's placement in the adoptive home. <br /> Reasonable Unpaid Work Time for Nursing Mothers <br /> Nursing mothers will be provided reasonable unpaid break time for nursing mothers to <br /> express milk for nursing her child for one year after the child's birth. The city will provide <br /> 24 <br />