1995-022 Council Ordinances - Laserfiche WebLink

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connection with the birth or adoption of a child. The leave may not exceed six (6) weeks, �.- and must begin not more than six (6) weeks after the birth or adoption of the child. The employee is entitled to return to work in the same position and at the same rate of pay the employee was receiving prior to commencement of the leave. Group insurance coverage will remain in effect during the leave. If the employee has any FMLA leave eligibility remaining at the time this leave commences, this leave will also count towards FMLA leave. The two leaves will run concurrently until the twelve (12) week FMLA eligibility is exhausted. The employee may use accrued sick leave for either FMLA leave or Parental Leave. However, use of accrued sick leave is not required for the portion of leave counted as parental leave. 207.25 Personal Leave of Absence The City provides leaves of absence without pay to regular full-time and regular part-time employees who wish to take time off from work duties to fulfill personal obligations unrelated to family or medically related circumstances not covered by existing law. As soon as eligible employees become aware of the need for a personal leave of absence, they should request a leave in writing from their department head. Upon an affirmative recommendation from the department head, the city administrator may approve a personal leave that does not exceed ninety (90) days. Personal leave of up to one (1) year, excluding military service or disability incurred while in the service of the City require City Council action. The minimum period for a personal leave shall be 2 (two) weeks. Requests for personal leave will be evaluated based on a number of factors, including anticipated work load requirements, reasons for the requested leave, and staffing considerations during the proposed period of absence. Benefit accnials, such as vacations, seniority, sick leave, or holiday benefits will be suspended during the leave and will resume upon return to active employment. All City contributions towards employee insurance coverage's will cease for non-medical leaves without pay. Insurance benefits will continue if fully subsidized by the employee. If the employee chooses not to continue insurance coverage during a non-medical leave of absence, reinstatement into the group insurance program will be subject to any conditions imposed by the insurance provider. When personal leave ends, every reasonable effort will be made to return the employee to the same position, if it is available, or to a similar available position for which the employee is qualified. However, the City cannot guarantee reinstatement in all cases.