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reduced proportionately. STD payments will then be reduced by the MNPL benefit amount the <br />employee will receive. <br />If an employee is receiving MNPL, an employee can supplement, or "top off' their MNPL benefits <br />with the employee's choice of accrued paid time banks (vacation or sick bank only). The combined <br />weekly sum of MNPL benefits and any such supplemental benefits cannot exceed 100% of the <br />employee's weekly wage. <br />Unless the employee revokes coverage while on MNPL, the city will continue to provide group health <br />insurance coverage and ancillary benefits for an employee on MNPL under the same conditions as the <br />coverage was provided before the employee took leave. Employee must continue to make timely <br />payments of their share of the premiums for such coverage through payroll deductions, if possible, or <br />through direct payment to the City. If employee is not using paid time off to cover part or all of the <br />leave, they will be responsible for remitting their portion of health and ancillary benefit premiums to <br />the city in order to ensure continuation of benefits. <br />Upon return from covered MNPL, employee will be reinstated to their previous position or to an <br />equivalent position, with the same status, pay, employment benefits, length -of -service credit, and <br />seniority credit as of the date the employee's leave began as long as they have worked for the city for <br />a minimum of 90 calendar days. Upon return to work, if it becomes evident that the employee is unable <br />to perform the key essential functions of their position (with or without reasonable accommodation), <br />the city may engage in an interactive process, consistent with the Americans with Disabilities Act <br />(ADA) and/or Minnesota Human Rights Act (MHRA) and other applicable policies and protocols, to <br />determine appropriate next steps. <br />The city will not interfere or retaliate against employees who request or take leave in accordance with <br />the MN Paid Leave law. <br />Definitions <br />• Family member includes: <br />o Spouse or partner <br />o Child (including biological, adopted, step, or foster children, or a child the employee <br />raise even if not legally related) <br />o Parent or person who raised the employee <br />o Sibling <br />o Grandchild or grandparent <br />o In-laws (including son, daughter, father, or mother) <br />o Anyone close to the employee who depends on them like family, even if not related by <br />blood <br />A serious health condition means a physical or mental illness, injury, impairment, condition, or <br />substance use disorder. Taking care of themselves for this serious condition may involve <br />evaluation, treatment, inpatient care, recovery, or not being able to perform regular work, attend <br />school, or do regular daily activities. This includes childbirth, conditions related to pregnancy, <br />or surgery. <br />Section 11.18 Reasonable Work Time for Nursing Mothers <br />Nursing mothers and lactating employees will be provided reasonable break times to express milk for <br />her infant child during the twelve months following the birth of the child, unless it would cause undue <br />business disruption. The paid break time times must, if possible, run concurrently with any break time <br />times already provided. <br />Page 45 of 151 <br />141 <br />