Agenda Packets - 2011/05/02 - Laserfiche WebLink

Home Browse Search

Section Four: Separations POLICY: EMPLOYEE WITH DISABILITIES SECTION: 4.01 Should an employee be absent for more than six consecutive months, the employee shall be deemed to have exhausted the employee’s sick leave and vacation leave to facilitate payment of benefits provided by long term disability and/or Public Employees’ Retirement Association benefits. Accrued, unused vacation hours shall be paid to the disabled employee at termination, in accordance with Section 4.35. Should an employee subsequently be found to be able to perform any and all of the employee’s normal duties and be returned to employment with the City, the amount of unused sick leave credited to the employee at the time of the employee’s termination date will be reinstated. POLICY: DISCHARGE SECTION: 4.05 Employees who are involuntarily terminated will be paid through their termination date. In addition, employees will receive the value of any accrued vacation and sick leave, under the conditions of Section 4.35, Termination and Separation Policies. Employees will be paid for wages earned within 24 hours of their termination if requested by the employee. The basis of a discharge shall not be predicated on the employee’s race, sex, creed, religion, color, age, national origin, disability, marital status, sexual orientation, political affiliation, or status with regard to public assistance. New probationary employees may be terminated at any time for any reason that does not violate local, state or federal law with or without notice subject to the rights of veterans. For additional Information regarding just cause and termination procedures, see Section 1.05 Discipline. POLICY: INSURANCE CONTINUATION SECTION: 4.10 Certain State and Federal laws allow employees and their eligible family members to continue purchasing Mounds View’s group health plan, dental and life insurance after the employee leaves City employment or reduces their hours below benefit earning levels. This purchase is at the employee’s own expense and is known as “insurance continuation.” A. COBRA “COBRA” stands for Consolidated Omnibus Budget Reconciliation Act of 1985. This Federal and Minnesota State law allows health, life, and dental insurance continuation for up to 18 months. In some instances, the federal law allows an employee and eligible family members to continue health and dental insurance for 29 or 36 months. Retiring employees who have health, dental and/or life insurance coverage at the time of retirement, and who elect to have those same coverages during retirement under COBRA, will be permitted to use severance funds (as entitled in Section 4.35D) to pay for health, dental, and/or life insurance premiums until such time as the employee’s severance funds are exhausted.