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Leave taken for any FMLA reason counts towards the 26-week entitlement. If an employee does not take <br />all of 26 workweeks of leave entitlement to care for a covered servicemember during the single, 12- <br />month period, the remainder of the 26 workweeks of leave entitlement to care for the covered <br />servicemember is forfeited. <br />Certification of Qualifying Exigency for Military Family Leave <br />The city will require certification of the qualifying exigency for military family leave. The employee must <br />respond to such a request within 15 days of the request or provide a reasonable explanation for the delay. <br />Failure to provide certification may result in a denial of continuation of leave. This certification will be <br />provided using the DOL Certification of Qualifying Exigency for Military Family Leave. <br />Certification for Serious Injury or Illness of Covered Servicemember for Military Family Leave <br />The city will require certification for the serious injury or illness of the covered servicemember. The <br />employee must respond to such a request within 15 days of the request or provide a reasonable <br />explanation for the delay. Failure to provide certification may result in a denial of continuation of leave. <br />This certification will be provided using the DOL Certification for Serious Injury or Illness of Covered <br />Servicemember. <br />All other provisions of the FMLA policy, including Use of Paid Leave, Employee status and benefits <br />during leave, the Procedure for Requesting Leave, Benefits during Leave, and Reinstatement, are outlined <br />above in the FMLA policy. <br />Pregnancy and Parenting Leave <br />Employees who work twenty (20) hours or more per week and have been employed more than one year <br />are entitled to take an unpaid leave of absence under the Pregnancy and Parenting Leave Act of <br />Minnesota. -Female employees for prenatal care, or incapacity due to pregnancy, childbirth, or related <br />health conditions as well as a biological or adoptive parent in conjunction with after the birth or adoption <br />of a child are eligible for up to twelve 12� weeks of unpaid leave and must begin within twelve (12) <br />months of the birth or adoption of the child.- In the case where the child must remain in the hospital <br />longer than the mother, the leave must begin within twelve 12� months after the child leaves the <br />hospital. Employee should provide as much notice as possible.- If the leave must be taken in less than <br />three days, the employee should give as much notice as practicable. <br />Employees are required to use accrued leave (sick leave, vacation leave, compensatory time) during <br />Pregnancy and Parenting Leave. -If the employee has rem ainingany FMLA eligibility at the <br />time this leave commences, this leave will also count as FMLA leave.- The two leaves will run <br />concurrently. <br />The employee is entitled to return to work in the same position and at the same rate of pay the employee <br />was receiving prior to commencement of the leave. -Group insurance coverage will remain available while <br />the employee is on leave pursuant to the Pregnancy and Parenting Leave Act, but the employee will be <br />responsible for the entire premium unless otherwise provided in this policy (i.e., where leave is also <br />FMLA qualifying). For employees on an FMLA absence as well, the employer contributions toward <br />insurance benefits will continue during the FMLA leave absence. <br />29 <br />