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63 12/2024 <br /> <br /> <br />reasonable effort to provide written notice to the administrative services director of the need for <br />intermittent leave before applying for MNPL benefits through the State program or private provider. <br />As part of the notice, employees must provide the city with the following: 1) proposed intermittent <br />leave schedule; and 2) a completed certification from a health care provider identifying the leave as <br />necessary and a reasonable estimate of the frequency and duration and treatment schedule for the <br />leave. <br />C) 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 15 minutes (24 hours for Firefighters). If eligible for intermittent leave, the city allows a <br />maximum of 480 hours of intermittent leave in any calendar year. After reaching the maximum <br />amount of allowed intermittent leave, employees may request continuous MNPL provided the <br />continuous leave does not exceed the maximum amount of MNPL allowed by law. <br /> <br /> <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 you <br />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 with the State or private provider, employees should reach out to Human <br />Resources to notify your intention to take leave. If the need is foreseeable, we ask that you provide at least <br />two-weeks notice prior to taking leave. If the leave is not foreseeable you will still be able to take leave <br />under MNPL and we ask that you provide as much notice as possible. <br /> <br />HOW TO APPLY FOR MINNESOTA PAID LEAVE <br />After your leave has been discussed, you may apply for MNPL through our third party administrator, <br />Mutual of Omaha. <br /> <br />INTERACTION WITH OTHER LAWS AND BENEFITS <br />MNPL will run concurrently with any leave and/or wage supplement for which you may be eligible for <br />under local, state, or federal law which may include: Family and Medical Leave Act (FMLA) and/or <br />Minnesota Women’s Economic Security Act (WESA) pregnancy and parenting leave. <br /> <br />The city offers a short-term disability (STD) policy that may run concurrently and require its own filing <br />requirement pursuant to the terms of the STD policy. Please see Human Resources for more information. <br />STD payments may be reduced, pursuant to the terms of the STD policy, as a result of receiving state-paid <br />or third party benefits. <br /> <br />SUPPLEMENTING MNPL BENEFITS WITH ACCRUED PAID LEAVE <br />Formatted: Font: Italic <br />Formatted: Numbered + Level: 1 + Numbering Style:A, B, C, … + Start at: 1 + Alignment: Left + Aligned at: <br />0.25" + Indent at: 0.5" <br />Formatted: Indent: Left: 0.25" <br />Formatted: Font: Not Bold