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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 />If 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 />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 />Page 34181 <br />Page 188 of 447 <br />