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33 <br /> <br />be responsible for the entire premium unless otherwise provided in this policy (i.e., where leave <br />is also FMLA qualifying). For employees on an FMLA absence as well, the employer <br />contributions toward insurance benefits will continue during the FMLA leave absence. <br /> <br />The city will inform employees of their parental leave rights at the time of hire and when an <br />employee makes an inquiry about or requests parental leave. <br /> <br />An employer shall not discharge, discipline, penalize, interfere with, or otherwise retaliate or <br />discriminate against an employee for asserting parental leave rights or remedies. <br /> <br />A. Adoptive Parents <br />Adoptive parents will be given the same opportunities for leave as biological parents (see <br />provisions for Parenting Leave). The leave must be for the purpose of arranging the child’s <br />placement or caring for the child after placement. Such leave must begin before or at the time <br />of the child’s placement in the adoptive home. <br /> <br /> <br />6.14 Personal Leave of Absence <br />The City provides leaves of absence without pay to regular full-time and part-time employees <br />who wish to take time off from work to fulfill personal obligations unrelated to family or <br />medically-related circumstances not covered by existing law. <br />As soon as eligible employees become aware of the need for a personal leave of absence, they <br />should request a leave in writing from their department director. Upon an affirmative <br />recommendation from the department director, the City Administrator may approve a personal <br />leave that does not exceed 90 days. Personal leave of up to one year, excluding military service <br />or disability incurred while in the service of the City, requires City Council action. The minimum <br />period for a personal leave shall be two weeks. Requests for personal leave will be evaluated <br />based on a number of factors, including anticipated work load requirements, reasons for the <br />requested leave, and staffing considerations during the proposed period of absence. <br />Vacation and sick leave accruals, seniority, and paid holidays will be suspended during the leave <br />and will resume upon return to active employment. All City contributions towards employee <br />insurance coverage's will cease for non-medical leaves without pay. Insurance benefits may <br />continue if fully subsidized by the employee through COBRA. If the employee chooses not to <br />continue insurance coverage during a non-medical leave of absence, reinstatement into the <br />group insurance program will be subject to any conditions imposed by the insurance provider. <br />When personal leave ends, every reasonable effort will be made to return the employee to the <br />same position, if it is available, or to a similar available position for which the employee is <br />qualified. However, the City cannot guarantee reinstatement in all cases. <br />If an employee fails to report to work promptly at the expiration of the approved leave period, <br />the City will assume the employee has resigned. <br />75