Laserfiche WebLink
Under certain circumstances, if the employee does not return to work at the end of the <br />FMLA leave for at least 30 calendar days, the city may require the employee to repay the <br />portion of the monthly cost paid by the city for group health plan benefits. The city may <br />also require the employee to repay any amounts the city paid on the employee's behalf to <br />maintain benefits other than group health plan benefits. <br />If an employee does not return to work following 12 weeks of FMLA leave, the employee <br />may be subject to COBRA continuation. <br />If the employee fails to pay the city a portion of the premiums for which s/he is <br />responsible during the FMLA leave and the employee fails to return to work, coverage may <br />end. Loss of coverage for failure to pay premiums is not a qualifying event for purposes of <br />continuation coverage under COBRA. <br />If the employee does not return from the FMLA leave and coverage ended sometime <br />during the FMLA leave due to lack of payment, there is no COBRA election available. For <br />COBRA to apply, the employee must have been covered on the day before the qualifying <br />event. In this situation, the qualifying event would occur at the time the employee did not <br />return from the leave. <br />Activities Prohibited During FMLA <br />While on leave, employees may not engage in activities (including employment) with the <br />same or similar requirements and essential functions of an employee's current position. <br />Employees shall not engage in activities that conflict with the best interests of the city. <br />Such conduct will result in disciplinary action up to and including termination. <br />Use of Accrued Paid Leave or Compensatory Time during FMLA <br />FMLA will run concurrently with any leave and/or wage su.pplement for which you may be <br />eligible for under local, state, or federal law which may include: Worker's Compensation <br />Minnesota Paid Leave (MNPL) and/or Minnesota Women's Economic Security Act (WESA) <br />pregnancy and parenting leave. <br />FMLA will also run Paid leave Fans concurrently with F"�eave.any leave within this <br />Personnel Policy Manual. The use of sick leave shall be for reasons allowed according to <br />the Sick Leave Policy. Prior to taking unpaid FMLA leave, employees must use all but 40 <br />hours of accrued sick/ESST leave (unless use is not applicable to policy), all but 40 hours of <br />accrued vacation leave, and all compensatory time unless their medical condition/injury is <br />covered by Worker's Compensation or MN Paid Leave. <br />Additional Leave <br />Employees who cannot return from an approved FMLA leave at the end of the approved <br />leave period may request an extension up to the maximum of twelve (12) weeks allowed <br />Page 35187 <br />Page 106 of 447 <br />