Laserfiche WebLink
leave. <br />Recertification <br />Recertification may be required if the employee requests an extension of the original <br />approved leave or if the circumstances regarding the leave have changed. Recertification <br />may also be required if there is a question as to the validity of the certification or if the <br />employee is unable to return to work due to the serious health condition. <br />Annual Medical Certification and Recertification <br />Where the employee's need for leave due to the employee's own serious health condition <br />lasts beyond a single leave year, the city will require employees to provide a new medical <br />certification in each subsequent leave year. Such new medical certifications are subject to <br />the provisions for authentication and clarification and second and third opinion. <br />Reinstatement <br />Employees returning from FMLA will be reinstated in the same position or a position <br />equivalent in pay, benefits, and other terms and conditions of employment. <br />An employee's reinstatement rights are the same as they would have been had the <br />employee not been on leave. Thus, if an employee's position would have been eliminated <br />or an employee would have been terminated but for the leave, the employee would not <br />have the right to be reinstated upon return from leave. <br />Notice of Intent to Return from FM LA Leave <br />The city requires an employee on FMLA leave to report periodically on the employee's <br />status and intent to return to work. <br />Effect on Benefits <br />An employee granted leave under this policy will continue to be covered under the city's <br />group health and dental insurance plan under the same conditions and at the same level <br />of city contribution as would have been provided had they been continuously employed <br />during the leave period. <br />Minnesota Parenting Leave and a" forms of paid time off (sick leave, disability leave-, <br />. If <br />there are changes in the city's contribution levels while the employee is on leave, those <br />changes will take place as if the employee were still on the job. <br />The employee will be required to continue payment of the employee portion of group <br />insurance coverage while on leave. Arrangements for payment of the employee's portion <br />of premiums must be made by the employee with the city. Group health benefits may be <br />cancelled if an employee's premium payment is 30 days late. <br />Failure to Return to Work after FMLA <br />Page 34187 <br />Page 105 of 447 <br />