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paid leave benefits cannot exceed your Individual Average Weekly Wage (IAWW). For more <br />information, contact the human resources department. <br />Maintaining Health Coverage During Leave <br />Unless the employee revokes coverage while on MNPL, the city will continue to provide <br />group health insurance coverage for an employee on MNPL under the same conditions as <br />the coverage was provided before the employee took leave. You must continue to make <br />timely payments of your share of the premiums for such coverage. If you are not using <br />paid time off to cover part or all the leave, you will be responsible for remitting your <br />portion of health premiums to the city to ensure continuation of benefits. <br />Group health insurance may be cancelled if an employee's premium payment is 30 days <br />late. Before terminating coverage, the city will provide written notice to the employee at <br />least 15 days before the coverage is terminated listing the final date payment is due (30 <br />days past the due date) to avoid cancellation and the date coverage will end if payment is <br />not received. <br />An employee's share of premium payments for their group health insurance coverage may <br />be: <br />1. prepaid at or before the start of the leave. There are limitations to this when the <br />leave occurs in two calendar years. <br />2. paid monthly to the city by check. <br />Coverage that lapses due to nonpayment of premiums will be reinstated immediately[ <br />upon return to work without a waiting period. <br />Reinstatement <br />Upon return from covered MNPL, you will be reinstated to your previous position or to an <br />equivalent position, with the same status, pay, employment benefits, length -of -service <br />credit, and seniority credit as of the date of leave as long as you have worked for the city[ <br />for a minimum of 90 calendar days. <br />Upon return to work, if it becomes evident that the employee is unable to perform the key <br />essential functions of their position (with or without reasonable accommodation), the city[ <br />may engage in an interactive process, consistent with the American with Disability Act <br />(ADA) and/or Minnesota Human Rights Act (MHRA) and other applicable workplace <br />policies, including workplace safety protocols, to determine appropriate next steps. <br />Retaliation <br />The city will not interfere or retaliate against employees who request or takes leave in <br />accordance with the MN Paid Leave law <br />Page 30187 <br />Page 101 of 447 <br />