10-11-2021 Council Packet - Laserfiche WebLink

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COVID-19 Leave of Absence Policy The City of Lino Lakes acknowledges that employees continue to be impacted by the COVID-19 pandemic. The health, safety and wellbeing of all employees is our top priority. Employees should continue to implement precautions to minimize the risk of spreading the virus, such as social distancing, wearing face coverings, staying home when sick, and washing hands. As of October 1, 2021, the City of Lino Lakes will provide 40 hours of COVID leave credits to employees to use for COVID-19 medical and personal related leave. The credits will expire on March 31, 2022 and cannot be used for other types of leave, PTO, vacation or sick time. Employees should communicate with their supervisor and Human Resources regarding COVID related absences to discuss the benefits available. This temporary policy is intended for the COVID-19 pandemic and will work jointly with other applicable policies such as FMLA, Short-Term Disability, workplace accommodations, and any other related policies when overlap exists. All requests under this policy should be made to the supervising director and Human Resources, providing as much detail and notice as possible. This will allow the City of Lino Lakes the necessary time to review the request and identify coverage during an absence. The City may also require confirmation for the leave to verify the nature and length of each leave request. Employees may be allowed to work remote, if appropriate, instead of taking a leave of absence. Examples of reasons for COVID Leave of Absence − Employee or immediate household/family member experiencing symptoms of COVID-19 − Employee or immediate household/family member confirmed positive for COVID-19 − Employee’s children are home due to school or childcare closure As was allowed under the FFCRA, short-term disability, and other paid leave laws, all leaves of absence and paid time off benefits run concurrently and may not be stacked for more time off than allowed under the most generous leave policy applicable to the employee’s situation. Once paid time off leave has been exhausted, the remainder of the leave of absence will be unpaid. Return to Work Employees must contact Human Resources prior to the end of their leave to confirm their return to work date and fitness for duty, if applicable. Employees are not to return to work without prior approval from Human Resources. A request for an extension of a leave of absence may be considered and must be submitted to Human Resources in writing prior to the expiration of the original leave of absence; however,