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Employee can take both types of leave in the same year, but cannot exceed 20 weeks total within a <br />single benefit year. For example, an employee may be entitled to 12 weeks of family leave to bond <br />with a child and another 8 weeks of medical leave for their serious health condition. The benefit year <br />starts the first day the employee takes MNPL. A benefit year means a rolling 12-month period <br />measured backward from an employee's first day of approved leave. There is no waiting period for <br />MNPL if the employee is granted the benefit. <br />Employees may apply for intermittent leave in most cases, provided the leave is reasonable and <br />appropriate to the needs of the individual requiring care. <br />In addition to the other eligibility requirements under the MN Paid Leave law, employees seeking <br />intermittent leave must have at least eight hours of accumulated leave (unless more than 30 days have <br />lapsed since taking the initial leave). <br />In situations where employees seek MNPL on an intermittent basis, employees must make a reasonable <br />effort to provide written notice to Human Resources and their supervisor of the need for intermittent <br />leave before applying for MNPL benefits through the equivalent plan. As part of the notice, employees <br />must provide the city with the following: 1) proposed intermittent leave schedule, making reasonable <br />effort to schedule leave so as not to unduly disrupt the City's operations; and 2) a completed <br />certification from a health care provider identifying the leave as necessary and a reasonable estimate <br />of the frequency and duration and treatment schedule for the leave. <br />Consistent with other forms of leave provided by the city, employees may take intermittent MNPL in <br />increments of one calendar day. If eligible for intermittent leave, the city allows a maximum of 480 <br />hours of intermittent leave in any 12-month period. After reaching the maximum amount of allowed <br />intermittent leave, employees may request continuous MNPL provided the continuous leave does not <br />exceed the maximum amount of MNPL allowed by law. <br />Prior to starting a claim with MetLife, employees should reach out to Human Resources and their <br />supervisor to notify of their intention to take leave. If the need is foreseeable, the employee must <br />provide notice at least 30 days prior to taking leave. If the leave is not foreseeable, the employee may <br />still be able to take MNPL leave, but must provide as much notice as practicable, as defined in Minn. <br />Stat. 26813.085, subd. l (b). <br />If the employee fails to provide sufficient notice to the City of their need for MNPL, the City may <br />dispute the leave. <br />If an employee intends to end their leave early during the approved leave period, they must provide <br />notice at least two business days in advance where foreseeable, or as soon as practicable. If an <br />employee intends to extend their approved leave period, change an approved intermittent leave <br />schedule, change from an intermittent leave schedule to a continuous leave schedule, or change from <br />a continuous leave schedule to an intermittent leave schedule, the employee must provide notice in <br />advance as soon as practicable prior to the expiration of the approved leave period or schedule. <br />If the Employee qualifies for both Minnesota Paid Leave, Family and Medical Leave Act (FMLA), <br />and/or Women's Economic Security Act (WESA) pregnancy and parenting leave program for the <br />leave, they must take the programs concurrently. <br />Worker's Compensation and Short-term disability (STD) shall run concurrently with MN Paid Leave. <br />If the employee qualifies for workers' compensation, STD, or any combination of these benefits in <br />addition to MNPL, the employee will first be paid workers' compensation benefits and their MNPL <br />Page 44 of 151 <br />140 <br />