10.02A Personnel Committee Recommendation-Personnel Policy Revision

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Citv of Pequot Lakes Citv of Pequot Lakes Personnel Policies Title: Leaves Effective Date: [date adopted] Effective Date(s)of Amendment(s): childbirth, or related health conditions as well as a biological or adoptive parent in conjunction with after the birth or adoption of a child as eligible for up to 12 weeks of unpaid leave and must begin within twelve (12) months of the birth or adoption of the child. In the case where the child must remain in the hospital longer than the mother,the leave must begin within 12 months after the child leaves the hospital. Employee should provide reasonable notice, which is at least 30 days. If the leave must be taken in less than three days,the employee should give as much notice as practicable. Employees are required to use accrued leave (i.e., sick leave,vacation leave, etc.) during Parenting Leave.The employee is entitled to return to work in the same position and at the same rate of pay the employee was receiving prior to commencement of the leave. Group insurance coverage will remain available while the employee is on leave pursuant to the Pregnancy and Parenting Leave Act, but the employee will be responsible for the entire premium unless otherwise provided in this policy. 10.10 Adoptive Parents Adoptive parents will be given the same opportunities for leave as biological parents (see provisions for Parenting Leave).The leave must be for the purpose of arranging the child's placement or caring for the child after placement.Such leave must begin before or at the time of the child's placement in the adoptive home. 10.11 School Conference and Activities Leave Any employee who has worked half-time or more may take unpaid leave for up to a total of sixteen (16) hours during any 12-month period to attend school conferences or classroom activities related to the employee's child (under 18 or under 20 and still attending secondary school), provided the conference or classroom activities cannot be scheduled during non-work hours. When the leave cannot be scheduled during non-work hours and the need for the leave is foreseeable,the employee must provide reasonable prior notice of the leave and make a reasonable effort to schedule the leave so as not to disrupt the operations of the City. Employees may choose to use vacation leave hours for this absence,but are not required to do so. 10.12 Jury Duty Regular full-time and part-time employees will be granted paid leaves of absence for required jury duty for up to 10 days in any calendar year. Such employees will be required to turn over any compensation they receive for jury duty, minus mileage reimbursement,to the City in order to receive their regular wages for the period. Regular full-time and part-time employees on required jury duty in excess of 10 days in a calendar year may take a leave without pay or use accumulated paid leave time for such time. Time spent on jury duty will not be counted as time worked in computing overtime. 29