37 circumstances that pull them away from their jobs. FAMLI will start providing benefits to employees starting January 1, 2024. On June 27, 2022, Lamar City Council voted to decline participation in the FAMLI Act (reference Resolution 22-06-02). HOWEVER, EMPLOYEES MAY STILL OPT-IN TO FAMLI ON THEIR OWN. Any employee who chooses to opt into the program will be responsible to remit premiums directly to the state of Colorado. Fact sheets and other information are included in the City of Lamar Benefits Summary (separate document). MILITARY FAMILY LEAVE ENTITLEMENTS Eligible employees with a spouse, son, daughter, or parent on active duty or called to active duty status in the Armed Forces, National Guard or Reserves may use their 12- week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. FMLA also includes a special leave entitlement that permits an eligible employee to take up to 26 weeks of leave to care for a covered servicemember during a single 12- month period. A covered servicemember is: (1) a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness*; or (2) a veteran who was discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness*. *The FMLA definition of "serious illness or injury" for current servicemembers and veterans are distinct from the FMLA definition of "serious health condition." BENEFITS AND PROTECTIONS During FMLA leave, the City maintains the employee's health coverage under any group health plan on the same terms as if the employee had continued to work. Employees must continue to pay their portion of any insurance premium while on leave. If the employee is able but does not return to work after the expiration of the leave, the employee will be required to reimburse the City for payment of insurance premiums during leave. Upon return from FMLA leave, most employees are restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. Certain highly compensated employees (key employees) may have limited reinstatement rights. Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee's leave. As with other types of unpaid leaves, paid leave will not accrue during the unpaid leave. Holidays, funeral leave, or employer's jury duty pay are not granted on unpaid leave. ELIGIBILITY REQUIREMENTS Employees are eligible for FMLA if they have worked for the City for at least 12 months, and for 1,250 hours over the previous 12 months. DEFINITION OF SERIOUS HEALTH CONDITION A serious health condition is an illness, injury, impairment, or mental condition that involves either
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