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final right to designate vacation periods is retained by the City Council in <br /> order to ensure the orderly operation of the department. Once scheduled, an <br /> employee's vacation shall not be changed unless approved in advance by the <br /> department head, and where there is no department head, by the City <br /> Council liaison or City Council when practical and when adequate notice has <br /> been provided by the employee. <br /> 5. Required Vacation: Any employee who has responsibility toward city <br /> finances is required to take a minimum of one consecutive week of vacation <br /> or comprehensive time per calendar year at the employee's discretion <br /> subject to approval by the department head or City Council liaison. <br /> Parenting Leave <br /> Any employee who works 20 or more hours per week and has been <br /> employed for a period of at least twelve consecutive months immediately <br /> preceding the leave request is entitled to take an unpaid leave of absence in <br /> connection with the birth or adoption of a child. The leave may not exceed <br /> six weeks, and must begin not more than six weeks after the birth or <br /> adoption of the child. An employee may use accrued and unused sick or <br /> vacation leave to cover all or part of any unpaid leave if the employee <br /> requests to do so in writing prior to commencement of the leave. The <br /> employee is entitled to return to work at the same position and at the same <br /> rate of pay the employee was receiving prior to commencement of the leave. <br /> Group insurance coverage will remain in effect during the leave. Temporary <br /> employees are not entitled to parenting leave. If the employee cannot be <br /> reinstated at the former position, the city must reinstate the employee in a <br /> position of comparable duties, unless the employee would have been laid off <br /> regardless of the leave. <br /> 1. Effect on Benefits. An employee granted a leave under this policy <br /> will continue to be covered under the City's group health insurance under <br /> the same conditions and at the same level of City contribution as would have <br /> been provided if they had been continuously employed during the leave <br /> period. If there are changes in the City's contribution levels while the <br /> employee is on leave, those changes will take place as if the employee were <br /> still on the job. While on leave, health insurance benefits will continue in the <br /> same manner as prior to leave. Employee co-payments must be made in a <br /> timely manner to avoid jeopardizing continued coverage. <br /> 14 <br />