Laserfiche WebLink
51 12/2024 <br /> <br /> <br />qualifies under Parenting Leave or Family and Medical Leave, the employee may retain a balance of forty <br />(40) hours when going on an unpaid leave. Any exceptions to this policy must be approved by the city <br />administrator. <br /> <br />MILITARY LEAVE <br />State and federal laws provide protections and benefits to city employees who are called to military <br />service, whether in the reserves or on active duty. Such employees are entitled to a leave of absence <br />without loss of pay, seniority status, efficiency rating, or benefits for the time the employee is engaged in <br />training or active service not exceeding a total of 15 days in any calendar year. Refer to current state and <br />federal laws for details. <br /> <br />The leave of absence is only in the event the employee returns to employment with the city as required <br />upon being relieved from service; or is prevented from returning by physical or mental disability or other <br />cause not the fault of the employee; or is required by the proper authority to continue in military or naval <br />service beyond the fifteen (15) day paid leave of absence. Employees on extended unpaid military leave <br />will receive fifteen (15) days paid leave of absence in each calendar year, not to exceed five years. <br /> <br />Where possible, notice is to be provided to the city at least ten (10) working days in advance of the <br />requested leave. A training notice, signed orders, or battle assembly schedule are examples of typical <br />written notification to share with the city. If an employee has not yet used his/her fifteen (15) days of paid <br />leave when called to active duty, any unused paid time will be allowed for the active-duty time, prior to <br />the unpaid leave of absence. <br /> <br />Employees returning from military service will be reemployed in the job that they would have attained had <br />they not been absent for military service and with the same seniority, status and pay, as well as other <br />rights and benefits determined by seniority. Unpaid military leave will be considered hours worked for the <br />purpose of (PTO) accrual. <br /> <br />Eligibility for continuation of insurance coverage for employees on military leave beyond fifteen (15) days <br />will follow the same procedures as for any employee on an unpaid leave of absence. <br /> <br />MILITARY LEAVE FOR FAMILY MEMBERS <br />The city will not discharge from employment or take adverse employment action against an employee <br />because an immediate family member is in the military forces of the United States or Minnesota. <br />Nor will the city discharge from employment or take adverse employment action against an employee <br />because they attend departure or homecoming ceremonies for deploying or returning personnel, family <br />training or readiness events or events held as part of official military reintegration programs. Employees <br />may substitute paid leave if they choose to do so. <br /> <br />Employees will be granted up to ten (10) working days of unpaid leave whose immediate family member <br />(defined as a person’s parent, child, grandparents, siblings, or spouse) is a member of the United States <br />armed forces who has been injured or killed while engaged in active service. The 10 days may be reduced if <br />an employee elects to use appropriate accrued paid leave. <br />Unless the leave would unduly disrupt the operations of the city, employees whose immediate family <br />member, as a member of the United States armed forces has been ordered into active service in support of <br />a war or other national emergency, will be granted an unpaid leave of absence, not to exceed one day’s <br />duration in any calendar year, to attend a send-off or homecoming ceremony for the mobilized service <br />member. <br /> <br />CIVIL AIR PATROL <br />The city will grant employees an unpaid leave of absence for time spent serving as a member of the Civil