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Employees must be sick 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 supen=isor of the desire to tal�e 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 five (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 consecuti�rely with other leave (sick, vacation, or <br />compensatory time). Parental leave shall run concurrently with FMLA, 1�1N Parental Leave, and/or <br />Short Term Disability. <br />Employer benefit contributions and lea�=e accruals (both according to polic5-) continue during paid <br />parental leave. <br />Pregnancy and Parenting Leave <br />�11 em�lo�-ees are entitled to take an unpaid leave of absence under the Pregnancy and Parenting Leave <br />Act of Minnesota. Female employees for prenatal care, or incapacity due to pregnancy, childbirth, or <br />related health conditions as well as a biological or adoptive parent in conjunction with after the birth or <br />adoption of a child are eligible for up to twel�Te (12) weeks of unpaid leave and must begin within twelve <br />(12) months of the bisth 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 remaining FMLA eligibility at the time this leave <br />commences, this leave will also count as FML.A leave. The two leaves will run concurrently. <br />The employee is entitled to return to work in the same position and at the same rate of pay the <br />employee was recei�ring prior to commencement of the leave. Group insurance co�rerage will remain <br />available while the employee is on lea�re pursuant to the Pregnancy and Parenting Leave Act, but the <br />employee will be responsible for the entire premium unless otherwise provided in this policy (i.e., <br />where lea�Te is also FMLA qualifying). For employees on an FMLA absence as well, the employer <br />contributions toward insurance benefits will continue during the FMLA leave absence. <br />Page 31 �66 <br />