10.02A Personnel Committee Recommendation-Personnel Policy Revision

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City of Pequot Lakes Citv of Peauot Lakes Personnel Policies Title: Leaves Effective Date: [date adopted] Effective Date(s)of Amendment(s): employee would have been terminated but for the leave,the employee would not have the right to be reinstated upon return from leave. 10.5.10 Notice of Intent to Return from FML Leave The City requires an employee on FML leave to report periodically on the employee's status and intent to return to work. 10.5.11 Effect on Benefits An employee granted leave under this policy will continue to be covered under the City's group health and dental insurance plan under the same conditions and at the same level of City contribution as would have been provided had they been continuously employed during the leave period. All paid benefits run concurrently with unpaid FML benefits. For example, STD benefits, if available, will run concurrently with unpaid FML leave so that an employee will receive STD benefits while taking up to 12 weeks of FML leave. If there are changes in the City's contribution levels while the employee is on leave,those changes will take place as if the employee were still on the job. The employee will be required to continue payment of the employee portion of group insurance coverage while on leave. If paid leave is being used during an FML leave, the employee's share of group health plan premiums must be paid by the method normally used during paid leave (usually payroll deduction). An employee on unpaid FML leave must make arrangements to pay the normal employee portion of the insurance premiums in order to maintain insurance coverage. Arrangements for payment of the employee's portion of premiums must be made by the employee with the City. 10.5.12 Failure to Return to Work after FML Under certain circumstances, if the employee does not return to work at the end of the FML leave for at least 30 calendar days, the City may require the employee to repay the portion of the monthly cost paid by the City for group health plan benefits.The City may also require the employee to repay any amounts the City paid on the employee's behalf to maintain benefits other than group health plan benefits. If an employee does not return to work following 12 weeks of FML leave,the employee may be subject to COBRA continuation. If the employee fails to pay the City a portion of the premiums for which he or she is responsible during the FML leave and the employee fails to return to work, coverage may end. Loss of coverage for failure to pay premiums is not a qualifying event for purposes of continuation coverage under COBRA. 26