Agenda Packets - 2020/05/04 - Laserfiche WebLink

Home Browse Search

59 his/her dependents during the time of leave. The employee is still responsible to continue payment of the employee’s portion of the health, life and/or dental premiums. For leaves without compensation for 30 days or less, the City will continue to pay its normal premium contribution or as the policy allows. If the FMLA leave extends beyond the approved period, the employee becomes responsible for the full amount of the group health insurance premiums with no co- payment from the City. In the event an employee elects not to return to work upon completion of an approved FMLA leave, the City may recover from the employee the cost of any payments made to maintain the employee's insurance coverage, unless failure to return to work was for reasons beyond the employee's control. If an employee is laid off during the FMLA leave and employment is terminated, the City's responsibility to maintain group health insurance ceases at the time of the layoff unless otherwise required by law. D. Status of Benefits Unpaid Leave/Combination of Unpaid and Paid The employee will not accrue benefits such as vacation leave, sick leave or holiday pay while on unpaid FMLA leave. Employees using a combination of paid and unpaid leave, or intermittent unpaid leave, will accrue benefits on a pro-rated basis. Step adjustments will be extended by the length of the unpaid leave. Employees on intermittent leave will be evaluated on a case-by-case basis with regard to extending the length of the step increases. Paid Leave Employees using paid leave will continue to accrue benefits during paid FMLA leave time. Step adjustments will occur at the regularly scheduled time. Paid and Unpaid Leave does not constitute a break in service for purposes of eligibility for pension and retirement benefits. E. Use of Vacation, Sick Leave and Holiday Pay The City may require an employee to use accrued paid vacation leave or sick leave in conjunction with any part of the employee’s FMLA leave. If the City does not require the employee to use accrued vacation or sick leave in conjunction with his or her FMLA leave, the employee may choose to do so. If accrued vacation or sick leave is exhausted before the end of the FMLA leave, the remainder of the FMLA leave may be taken without pay. The use of accrued vacation and/or sick leave used in conjunction with FMLA leave does not extend the length of the FMLA leave. F. Intermittent Leave When medically necessary, a medical leave of absence may be taken intermittently or as part of a reduced work schedule. In such cases, the City may require the employee to temporarily transfer to an available alternative position which better accommodates