HomeMy WebLinkAboutCCAgenda 2-4-15Falcon Heights City Council Workshop
City Hall
2077 W Larpenteur Ave.
6:30 p.m.
AGENDA
Wednesday, February 4, 2015
1) Update from City Forester Andy Hovland
2) Discussion on next steps for Curtiss Field
3) Discussion on a possible Paid Parental Leave Policy
(attachments)
4) Discussion on possible Cable Commission Appointees
5) Discussion on City Administrator Replacement Process
If you have a disability and need accommodation in order to attend this
meeting, please notify City Hall 48 hours in advance between the hours of
8:00 a.m. and 4:30 p.m. at 651-792-7600. We will be happy to help.
Prepared by Aon Consulting for the City of Saint Paul 1
Using Paid Parental Leave with Other Types of Leaves
Effective January 1, 2015 City of Saint Paul employees will have the option of taking 2 or 4 weeks of paid
parental leave for the birth or adoption of a child (2 weeks for non-birthing parent; 4 weeks for birthing
parent.) This is in addition to other leave options already available to employees.
Type of Leave Employee Eligibility Duration Purpose
Sick, Vacation, Comp,
Unpaid Time
(Personal)
Varies by employee Varies by employee To provide pay while not
working.
Family Medical Leave
Act
(FMLA)
Employed with the City
of Saint Paul for at least
twelve (12) months and
has worked a minimum
of 1,250 hours during
the 12-month period
prior to the leave.
Up to 12 weeks Protects your job and
ensures access to
benefits while on leave,
including health
insurance.
Short-Term Disability
(STD)
Optional employee-paid
benefit that must be
elected during annual
enrollment.
Normal delivery – 6
weeks
Cesarean delivery – 8
weeks
Additional time may be
approved depending on
the facts and
circumstances.
Provides up to $2,000
or 66 2/3% whichever is
less of your monthly
salary while you are
away from work due to
an illness or injury.
Paid Parental Leave
(PPL)
Any employee eligible
for FMLA.
4 consecutive weeks
(birthing parent)
2 consecutive weeks
(non-birthing parent)
Provides normal rate of
pay to give parents
additional flexibility and
time to bond with their
new child, adjust to their
new family situation,
and balance their work
obligations.
Prepared by Aon Consulting for the City of Saint Paul 2
The following charts illustrate common scenarios for the birthing parent, assuming the employee has
enrolled in or has access to all types of these leaves due to the birth of a child:
Normal Delivery
Cesarean Delivery
STD – 6 weeks: Includes a 1-week elimination period
which provides no pay replacement
Date of Delivery
4 weeks 8 weeks 12 weeks
FMLA – 12 weeks
PPL – 4 weeks
Personal – Optional: can use for elimination period and
to supplement disability pay up to 100% of earnings
Personal – 2
weeks
STD – 8 weeks: Includes a 1-week elimination period which provides no pay
replacement
Date of Delivery
4 weeks 8 weeks 12 weeks
FMLA – 12 weeks
PPL – 4 weeks
Personal – Optional: can use for eliminiation period and to supplement
disability pay up to 100% of earnings
Prepared by Aon Consulting for the City of Saint Paul 3
Disability Starts Prior to Normal Delivery
Disability starts 2 weeks prior to birth (e.g., doctor prescribed bed rest, unable to perform job functions
due to pregnancy)
STD – 2 weeks + 6 weeks: Includes a 1-week elimination period which
provides no pay replacement
FMLA – 12 weeks
PPL – 4 weeks
Personal – Optional: can use to supplement disability pay up to 100% of
earnings
Date of Delivery
4 weeks 8 weeks 12 weeks
City of Brooklyn Park Parental Leave Policy
10.10 PARENTAL LEAVE
State and federal law provide for parental leave. In addition, the City provides its employees with two weeks
(maximum of eighty (80) hours) of paid parental leave under the following conditions.
If the employee becomes a biological or adoptive parent after working for the City for the preceding six (6)
consecutive months for twenty (20) hours per week or more, the City will provide:
Week One: Five (5) consecutive business days of paid parental leave. A maximum of forty (40) hours will be
paid to a regular full‐time employee; for a regular part‐time employee, hours paid will be determined by the
employee’s regular weekly work schedule, provided that:
The leave shall be taken concurrently with FMLA and within twelve (12) calendar weeks of the birth or
placement of the child; and
The leave shall be aside from and not intended to affect any state or federal law provision of parental
leave to which the employee may be entitled.
Week Two: After the employee has used Week One of the City’s paid parental leave for the birth or placement of
a child, the employee may utilize: Five (5) consecutive business days of paid parental leave. A maximum of forty
(40) hours will be paid to a regular full‐time employee; for a regular part‐time employee, hours paid will be
determined by the employee’s regular weekly work schedule, provided that:
The employee has first taken 12 weeks of FMLA parental leave under the City’s FMLA policy or 12 weeks
of leave under the state parental leave law;
o Per the City’s Leave of Absence policy, the leave will require that the employee use accumulated
sick leave but shall not require that the employee deplete accumulated vacation leave below forty
(40) hours of accumulation.
The employee utilizes Week Two of paid parental leave immediately after twelve (12) consecutive weeks
of parental leave taken by the employee under state or federal law; and
The employee utilizes Week Two of paid parental leave within twenty‐four (24) consecutive weeks of the
birth or placement of the child.
This Policy does not apply to independent contractors. The Parental Leave Policy will take effect October 28,
2014.