2025.12.15 CC Packet - Laserfiche WebLink

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Group Health Insurance: An employee granted leave under this policy will continue to be covered under the City's group health and dental insurance plan under the same conditions and at the same level of City contribution as would have been provided had the employee been continuously employed during the leave period. The employee will be required to continue payment of the employee portion of group insurance coverage while on leave. Arrangements for payment of the employee's portion of premiums must be made by the employee with the City. Group health insurance may be cancelled if an employee’s premium payment is 30 days late. Before terminating coverage, the City will provide written notice to the employee at least 15 days before the coverage is terminated listing the final date payment is due (30 days past the due date) to avoid cancellation and the date coverage will end if payment is not received. If applicable, an employee's share of premium payments for their group health insurance coverage may, at the employee's option, be arranged to write a check month for the duration that the employee may be out. Coverage that lapses due to nonpayment of premiums will be reinstated immediately upon return to work without a waiting period. If there are changes in the City's contribution levels while the employee is on leave, those changes will take place as if the employee were still on the job. Interaction with Other Laws and Benefits: FMLA will run concurrently with any leave and/or wage supplement for which you may be eligible for under local, state, or federal law which may include: Minnesota Paid Leave (MNPL), Minnesota Women’s Economic Security Act (WESA) pregnancy and parenting leave, Short Term Disability (STD), and Personal Leave. If you are receiving MNPL or STD benefits while you are out on FMLA, you may be able to supplement, or "top off," your MNPL benefits with any accrued but unused paid leave. If you choose to supplement your MNPL benefits in this way, the combined weekly sum of MNPL benefits and employer-provided paid leave benefits cannot exceed your Individual Average Weekly Wage (IAWW). For more information, contact the Finance Director. Rights to additional continued benefits will depend on whether leave is paid or unpaid. Employees may choose, but are not required, to use disability leave benefits (short-term disability or long-term disability), accrued Personal Leave/Earned Sick and Safe Time leave benefits concurrently with FMLA. FAILURE TO RETURN TO WORK AFTER FMLA Except when the employee is also receiving MN Paid Leave benefits, under certain circumstances, if the employee does not return to work at the end of the FMLA leave for at least 30 calendar days, the City may require the employee to repay the portion of the monthly cost paid by the City for group health plan benefits. The City may also require the employee to repay