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14 City of Little Canada Personnel Policy SECTION 16 - LEAVES WITHOUT PAY Parenting Leave - Parenting leave without pay, not to exceed six (6) months in duration, will be granted upon the birth or adoption of a child (or children) at the employee's request. This leave may be extended through the use of the employee's accumulated PTO/ESST, sick or deferred sick leave. Emergency/Furlough Leave - Permission to take emergency leave without pay may be granted to each regular employee after one year's service who, in the opinion of the City Administrator, furnishes adequate proof that a personal matter necessitates attention. The City Administrator may also grant furlough leave to a city employee for leaves without pay provided such furlough leave does not create an undue hardship on the City. No longer than ten (10) days will be granted within a calendar year. Requests in excess of ten (10) days may be granted by the City Council. No employee shall absent themselves from assigned duties without notifying, at the earliest possible time, his/her immediate supervisor or some other management representative if supervisor is not available. Leaves of Absence - Upon request of an employee, leave of absence without pay may be granted by the City Council, taking into consideration good conduct, length of service, and efficiency of the employee, and the general good of the city service. Such leave of absence shall not exceed a period of ninety (90) days, provided that the same may be extended beyond such period if the leave of absence is for continued disability or other good and sufficient reasons, but in no case exceed one (1) year except when the employee is detailed for military service or is disabled for disability incurred while in the service of the City. No PTO/ESST or ESST benefits shall accrue during a period of leave of absence without pay. For purposes of this policy, an employee on Short or Long Term Disability is not considered to be on a leave of absence. Employees on Leaves of Absence – Employees on leaves of absence (when PTO/ESST or ESST has been exhausted) would be responsible for payment of insurance benefits for any full month that they are on leave. When the employee works any number of days in a month, the employee would accrue PTO/ESST or ESST and holiday hours pro-rated, and the City would pay the cost of health, Opt-Out, and life insurance pro-rated based on the number of days the employee worked in the month in question versus the total number of regular working days in the same month. An unpaid leave of absence may be granted to an employee to offset prospective PTO/ESST pay contributions to the employee’s Post Employment Health Savings Plan, subject to approval by the City Administrator. In this case, PTO/ESST benefits shall accrue during the leave of absence without pay. Leaves Due to Weather Conditions - In the event an employee is unable to report for work because of extreme weather conditions (e.g. winter blizzard), such employee may, upon the approval of the supervisor, be granted leave without pay or use PTO/ESST or ESST or compensatory time for the day or days in question. Such employee may also be allowed, upon approval of the supervisor, to make up the time lost at straight time rate by working extra hours before or after his/her regular shift. Military Leave - Employees ordered by proper authority to National Guard or reserve military service in time of war or other properly declared emergency shall be entitled to leave of absence without pay during such service. Upon completion of such service, employees shall be entitled to the same or similar employment of like seniority, status, and pay as if such leave had not been taken, subject to the specific provisions of Chapter 192 of the Minnesota Statutes.