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BENEFITS: <br /> 1. Paid Leave Requirement <br /> a. Employees with a leave time balance must utilize all leave time available <br /> prior to the employees taking un-paid leave or falling in to an un-paid status. <br /> Leave time includes: Sick, Vacation, Floating Holidays, Compensatory <br /> Time and Administrative Time. <br /> b. For purposes of determining the amount of leave used by an employee, the <br /> fact that a holiday may occur within the week taken as FMLA leave has no <br /> effect; the week is counted as a week of FMLA leave. However, if an <br /> employee is using FMLA leave in increments of less than one week, the <br /> holiday will not count against the employee's FMLA entitlement unless the <br /> employee was otherwise scheduled and expected to work during the <br /> holiday. <br /> 2. Maintenance of Benefits <br /> a. An employee granted a leave under this policy will continue to be covered <br /> under the City's group health insurance plan with the same conditions as if <br /> the employee had been continuously employed during the leave period. <br /> b. Employee contributions will be required either through payroll deduction or <br /> by direct payment to the City. The employee will be advised in writing at the <br /> beginning of the leave period as to the amount and method of payment. <br /> Employee contribution amounts are subject to any change in rates that <br /> occurs while the employee is on leave. If an employee's contribution is more <br /> than 30 days late, the City may terminate the employee's insurance <br /> coverage. <br /> c. If the City pays the employee contributions missed by the employee while <br /> on leave, the employee will be required to reimburse the City (on a payroll <br /> deduction schedule) upon return from leave. The employee will be required <br /> to sign a written statement at the beginning of the leave period authorizing <br /> the payroll deduction for delinquent payments. <br /> d. If the employee fails to return from unpaid leave for reasons other than (1) <br /> the continuation of a serious health condition of the employee or a covered <br /> family member or (2) circumstances beyond the employee's control <br /> (certification required within 30 days of failure to return for either reason), <br /> the City may seek reimbursement from the employee for the portion of the <br /> premiums paid by the City on behalf of that employee (employer <br /> contribution) during the period of leave. <br /> 704:2 FMLA Page 18 of 19 <br /> 129 <br />