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Employees must be leave benefit -earning to be eligible for Parental Leave after one (1) year of <br />continuous leave benefit -earning city employment. <br />Leave may be granted following the birth of a biological child or legal adoption placement of a child. <br />Foster child placement, surrogate mothers, and sperm or egg donors are excluded from coverage. <br />Employees shall notify Human Resources and their supervisor of the desire to take Parental Leave as <br />soon as possible but no later than thirty (30) days before anticipated birth or placement to ensure <br />work/shift coverage. A Request for Leave of Absence form shall be submitted at least thirty (30) days <br />before anticipated leave. <br />Leave is discretionary subject to city service needs. <br />Use <br />Eligible parents are permitted seven (5) working days (up to 40 hours) of paid leave following the birth <br />or adoption placement of a child. Available hours are prorated for part-time employees. Hours are paid <br />at the employee's regular base wage for regularly scheduled work hours only and do not include <br />overtime, supplemental pay, and/or other additional pay. <br />Leave must be taken within the first six months of birth or adoption placement. In no case shall <br />Parental Leave combined with other types of leave extend beyond 12 weeks. <br />Leave may be taken intermittently and may run consecutively with other leave (sick, vacation, or <br />compensatory time). Parental leave shall run concurrently with FMLA, MN Parental Leave, and/or <br />Short Term Disability. <br />Employer benefit contributions and leave accruals (both according to policy)continue during paid <br />parental leave. <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 ainingafty FMLA eligibility-feawAning 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 />30 <br />