12-08-2025 - Agenda Packet City Council - Regular Meeting

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City requires that either a "Certification of Health Care Provider for Employee's Serious Health Condition" or "Certification of Health Care Provider for Family Member's Serious Health Condition" form be completed within fifteen (15) days, which are available from the Finance Department. In addition, the City may require periodic reports on the employee's status and intent to return to work, and a fitness -for -duty report to return to work. Leave may be taken intermittently or on a reduced schedule when it is medically necessary. If an employee requests intermittent leave or leave on a reduced schedule that is foreseeable due to medical treatment, the employee may be temporarily transferred to another position if the position has equivalent pay and benefits and better accommodates the recurring periods of leave. Fit for duty: The City may require a medical certificate attesting to the employee's fitness for duty prior to return to work. The fitness for duty report must be based on the particular health condition(s) for which the leave was approved and must address whether the employee can perform the essential functions of his/her regular job. The City Administrator may consult with a physician or other expert to determine reasonable accommodations for any employee who is a "qualified disabled" employee under the Americans with Disabilities Act (ADA). If a fitness for duty certification is required, the City may deny reinstatement until it is provided. FMLA is unpaid leave. Employees must to use any accrued sick leave during their FMLA leave. Use of accrued leave time does not extend the FMLA leave beyond the allowed 12 weeks. Section 11.17 Paid Family and Medical Leave (PFML) The City provides time off to eligible employees who qualify for Minnesota Paid Leave (MNPL) benefits under Minnesota Paid Family and Medical leave Act. The City is a participant in an equivalent plan with MetLife, the equivalent plan administrator. Beginning January 1, 2026, the City will pay 50% of the required premium and employees will pay 50% of the premium cost through payroll deductions. Eligibility determinations for MNPL benefits are made by the equivalent plan administrator. Generally, to be eligible for MNPL, the employee must: • Work at least 50% of the time from a location in Minnesota, including employees who work from home or spend time in other states occasionally. • Meet the financial eligibility requirements by having earned over a specific amount of wages as defined by under Minnesota law at the time of the requested leave. An employee's weekly MNPL benefits are calculated and determined by the equivalent plan administrator. The equivalent plan administrator may approve MNPL leave for the following conditions in a benefit year: • Up to 12 weeks of medical leave (for the employee) to take care of themselves for a serious health condition, including pregnancy, childbirth, recovery, or surgery. • Up to 12 weeks of family leave to: o Bond with a child through birth, adoption, or foster placement o Care for a family member with a serious health condition o Support a military family member called to active duty o Receive covered types of care for the employee or a family member because of domestic abuse, sexual assault, or stalking. Page 43 of 151 139