40 period if the employee is the victim of domestic abuse, stalking, or sexual assault, or any crime that involves domestic violence. The time off work must be used in seeking a civil protection order, obtaining medical or mental health care for the employee or a member of the family, making the home secure from the perpetrator of the domestic abuse or seeking a new home to escape the perpetrator, or seeking legal assistance to address issues arising from the domestic violence. CONTINUATION OF BENEFITS WHILE ON A LEAVE OF ABSENCE If an employee is granted an unpaid Leave of Absence, the employee may continue group health insurance coverage through the City in conjunction with applicable Federal COBRA guidelines by making monthly payments as directed by the Human Resources Manager, for the amount of the relevant premium. FAILURE TO RETURN FROM A LEAVE OF ABSENCE If an employee fails to return from a Leave of Absence on the scheduled date, it will be considered a voluntary resignation of employment. Section 9: Healthy Family and Workplaces Act (HFWA) Paid Leave Rights (Sb 20-205 and HB 20-1415) A. Coverage: Employers with at least 16 employees are required to provide paid leave under the Healthy Families & Workplaces ACT (“HFWA”) Paid Leave Rights 1. Employees earn 1 hour of paid leave per 30 hours worked (“accrued leave”), up to 48 hours a year. 2. Up to 80 hours of supplemental leave applies in a public health emergency (PHE), until 4 weeks after the PHE ends. 3. Regular hours and pay set the rate of accrual and compensation for leave, during which benefits continue. 4. Up to 48 hours of unused accrued leave carries over for use the next year. 5. For details on specific situations (irregular hours, non-hourly pay, etc.), see Wage Protection Rule 3.5, 7 CCR 1103-7. B. Employees can use accrued leave for the following safety or health needs: 1. a mental or physical illness, injury, or health condition that prevents work, including diagnosis or preventive care; 2. domestic abuse, sexual assault, or criminal harassment leading to health, relocation, legal, or other services needs; 3. has a family member experiencing a condition described in category (1) (3) or in a PHE, a public official closed the workplace, or the school or place of care of the employee’s child. C. In a public health emergency (PHE), employees can use supplemental PHE leave for the following needs: 1. self-isolating or work exclusion due to exposure, symptoms, or diagnosis of the communicable illness in the PHE; 2. seeking a diagnosis, treatment, or care (including preventive care) of such an illness; 3. being unable to work due to a health condition that may increase susceptibility to or risk of
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