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Page 42 <br /> <br />identifying the leave as necessary and a reasonable estimate of the frequency and duration and <br />treatment schedule for the leave. <br />Intermittent Leave - Increments of Leave & Maximum Number of Hours <br />Consistent with other forms of leave provided by the City, employees may take intermittent leave in <br />increments of one calendar day. If eligible for intermittent leave, the City allows a maximum of 480 <br />hours of intermittent leave in any 12-month period. After reaching the maximum amount of allowed <br />intermittent leave, employees may request continuous MNPL provided the continuous leave does not <br />exceed the maximum amount of MNPL allowed by law. <br />Definitions <br />• Family member includes: <br />o Spouse or partner <br />o Child (including biological, adopted, step, or foster children, or a child you raise even if <br />you are not legally related) <br />o Parent or person who raised you <br />o Sibling <br />o Grandchild or grandparent <br />o In-laws (including son, daughter, father, or mother) <br />o Anyone close to you who depends on you like family, even if not related by blood <br /> <br />• A serious health condition means a physical or mental illness, injury, impairment, condition, or <br />substance use disorder. Taking care of yourself for this serious condition may involve evaluation, <br />treatment, inpatient care, recovery, or not being able to perform regular work, attend school, or <br />do regular daily activities. This includes childbirth, conditions related to pregnancy, or surgery. <br /> <br />Notice <br />Prior to starting a claim, employees should reach out to Human Resources to notify your intention to <br />take leave. If the need is foreseeable, we ask that you provide at least two-weeks notice prior to taking <br />leave. If the leave is not foreseeable you will still be able to take leave under MNPL and we ask that you <br />provide as much notice as possible. <br />Interaction with Other Laws and Benefits <br />MNPL will run concurrently with any leave and/or wage supplement for which you may or may not be <br />eligible for under local, state, or federal law: Family and Medical Leave Act (FMLA), Minnesota Parenting <br />and Pregnancy Leave law, and Pregnancy and Parental Leave. <br />Supplementing MNPL Benefits with Accrued Paid Leave <br />If you are receiving MNPL benefits, the City allows you to supplement, or "top off," your MNPL benefits <br />with any accrued but unused paid leave. If you choose to supplement your MNPL benefits in this way, <br />the combined weekly sum of MNPL benefits and City-provided paid leave benefits cannot exceed your <br />Individual Average Weekly Wage (IAWW). For more information, contact Human Resources. <br />Maintaining Health Coverage During Leave <br />Page 103 of 166