10.02A Personnel Committee Recommendation-Personnel Policy Revision

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City of Pequot Lakes City of Pequot Lakes Personnel Policies Title: Leaves Effective Date: [date adopted] Effective Date(s)of Amendment(s): If the employee does not return from the FML leave and coverage ended sometime during the FML leave due to lack of payment, there is no COBRA election available. For COBRA to apply,the employee must have been covered on the day before the qualifying event. In this situation, the qualifying event would occur at the time the employee did not return from the leave. 10.5.13 Activities Prohibited During FML While on leave,an employee may not engage in activities(including employment)which have the same or similar requirements and essential functions of an employee's current position. While on leave, an employee may not engage in any activity that conflicts with the best interests of the City. Such conduct will result in disciplinary action up to and including termination of employment. 10.5.14 Seniority Seniority does not accrue during any period of unpaid FML except as allowed when the leave is covered by worker's compensation. However, seniority accrued prior to commencement of FML leave will not be lost. 10.5.15 Use of Accrued Paid Leave or Compensatory Time During Family and Medical Leave Prior to taking unpaid FML leave employees must use all accrued sick leave, vacation leave, personal leave, and compensatory time prior to taking an unpaid leave unless their medical condition/injury is covered by worker's compensation or the absence qualifies under the Parental Leave Policy. Any paid disability leave benefits or sick leave available to employees for covered reason (an employee's serious health condition or a covered family member's serious health condition, including workers' compensation leave (to the extent that it qualifies) will run concurrently with FML. 10.5.16 Additional Leave Employees who cannot return from an approved FML leave at the end of the approved leave period may request an extension (up to the maximum of twelve (12) weeks allowed under FML). If the twelve (12) FML weeks have already been used,the employee can request to go on a regular unpaid leave of absence. If approved, before unpaid leave begins the employee must use any accrued sick leave, compensatory time, personal leave, or vacation leave that remains. If the leave is approved and unpaid, the employee will be required to pay the full cost of all group insurance, as provided under COBRA, in order to continue coverage. 27