Common use of Sick Leave and Vacation Leave Accruals Clause in Contracts

Sick Leave and Vacation Leave Accruals. Sick and vacation leave shall not accrue for any full calendar month in which the employee is not in a regular paid status. Sick and vacation time will accrue during the employee's use of paid sick leave and/or paid vacation leave for any portion of FMLA leave. Same Same Maintenance of Medical, Dental and Life Insurance Benefits The Town will maintain group medical, dental and life insurance coverage for the duration of the FMLA leave provided that the employee make the necessary payment(s) for that portion of the insurance premium that s/he would have had to make had s/he not taken FMLA leave. In the event that the employee does not return to work when the FMLA leave expires, s/he shall be able to continue medical and dental coverage under COBRA at his/her own expense at the COBRA rates. Failure to continue coverage under COBRA will remain in the expiration of medical and dental coverage at the end of the month when such FMLA leave has expired. Life insurance coverage expires when FMLA leave expires if the employee does not return to work. Same Same ISSUES PERSONAL SERIOUS HEALTH CONDITION BIRTH, ADOPTION OR XXXXXX CARE SERIOUS HEALTH CONDITION OF CHILD,PARENT OR SPOUSE MISCELLANEOUS All requests for FMLA leave must be documented including whether or not the leave was granted and reasons for the denial where that is the case. The Family Medical Leave Act prohibits an employer from putting any restraint on an employee for exercising his/her rights under the FMLA. The Town may not penalize or discipline an employee for requesting or using the FMLA provisions. The 12 month period for FMLA purposes will coincide with the Town's fiscal year (July 1-June 30). Each employee shall be allowed a combined total of 12 weeks of FMLA leave per year (except when both spouse work for the Town as described above). Medical information and documentation shall be treated as confidential medical records and shall be kept in a confidential file separate from the employee's personnel file. The parties agree that existing contractual benefits will remain in effect in accordance with existing collective bargaining agreement.

Sick Leave and Vacation Leave Accruals. Sick and vacation leave shall not accrue for any full calendar month in which the employee is not in a regular paid status. Sick and vacation time will accrue during the employee's use of paid sick leave and/or paid vacation leave for any portion of FMLA leave. Same Same ISSUES PERSONAL SERIOUS HEALTH CONDITION BIRTH, ADOPTION OR XXXXXX CARE SERIOUS HEALTH CONDITION OF CHILD,PARENT OR SPOUSE Maintenance of Medical, Dental and Life Insurance Benefits The Town will maintain group medical, dental and life insurance coverage for the duration of the FMLA leave provided that the employee make the necessary payment(s) for that portion of the insurance premium that s/he would have had to make had s/he not taken FMLA leave. In the event that the employee does not return to work when the FMLA leave expires, s/he shall be able to continue medical and dental coverage under COBRA at his/her own expense at the COBRA rates. Failure to continue coverage under COBRA will remain in the expiration of medical and dental coverage at the end of the month when such FMLA leave has expired. Life insurance coverage expires when FMLA leave expires if the employee does not return to work. Same Same ISSUES PERSONAL SERIOUS HEALTH CONDITION BIRTH, ADOPTION OR XXXXXX CARE SERIOUS HEALTH CONDITION OF CHILD,PARENT OR SPOUSE MISCELLANEOUS All requests for FMLA leave must be documented including whether or not the leave was granted and reasons for the denial where that is the case. The Family Medical Leave Act prohibits an employer from putting any restraint on an employee for exercising his/her rights under the FMLA. The Town may not penalize or discipline an employee for requesting or using the FMLA provisions. The 12 month period for FMLA purposes will coincide with the Town's fiscal year (July 1-June 30). Each employee shall be allowed a combined total of 12 weeks of FMLA leave per year (except when both spouse work for the Town as described above). Medical information and documentation shall be treated as confidential medical records and shall be kept in a confidential file separate from the employee's personnel file. The parties agree that existing contractual benefits will remain in effect in accordance with existing collective bargaining agreement. Selection of a Primary Care Provider - your plan may require or allow the designation of a primary care provider. You have the right to designate any primary care provider who participates in the network and who is available to accept you or your family members. If your plan requires designation of a primary care provider, Cigna may designate one for you until you make this designation. For information on how to select a primary care provider, and for a list of the participating primary care providers, visit xxx.xxxxxxx.xxx or contact customer service at the phone number listed on the back of your ID card. For children, you may designate a pediatrician as the primary care provider. Direct Access to Obstetricians and Gynecologists - You do not need prior authorization from the plan or from any other person (including a primary care provider) in order to obtain access to obstetrical or gynecological care from a health care professional in our network who specializes in obstetrics or gynecology. The health care professional, however, may be required to comply with certain procedures, including obtaining prior authorization for certain services, following a pre-approved treatment plan, or procedures for making referrals. For a list of participating health care professionals who specialize in obstetrics or gynecology, visit xxx.xxxxxxx.xxx or contact customer service at the phone number listed on the back of your ID card. Lifetime Maximum Unlimited Unlimited Plan Year Accumulation Your Plan’s Deductibles, Out-of-Pockets and benefit level limits accumulate on a contract year basis unless otherwise stated. In addition, all plan maximums and service- specific maximums (dollar and occurrence) cross-accumulate between In- and Out-of- Network unless otherwise noted. Plan Coinsurance Plan pays 100% Plan pays 80% Maximum Reimbursable Charge Not Applicable 200% Plan Deductible Individual - Employee Only: $1,500 Family Maximum: $3,000 Individual - Employee Only: $1,500 Family Maximum: $3,000 • The amount you pay for all covered expenses counts toward both your in-network and out-of-network deductibles. • Plan deductible always applies before any benefit copay/deductible or coinsurance. • Plan deductible does not apply to in-network preventive services. • All family members contribute towards the family deductible. An individual cannot have claims covered under the plan coinsurance until the total family deductible has been satisfied. • This plan includes a combined Medical/Pharmacy plan deductible. Note: Services where plan deductible applies are noted with a caret (^). Plan Out-of-Pocket Maximum Individual - Employee Only: $3,000 Family Maximum: $6,000 Individual - Employee Only: $3,000 Family Maximum: $6,000 • The amount you pay for all covered expenses counts towards both your in-network and out-of-network out-of-pocket maximums. • Plan deductible contributes towards your out-of-pocket maximum. • All benefit copays/deductibles contribute towards your out-of-pocket maximum. • Covered expenses that count towards your out-of-pocket maximum include customer paid coinsurance and charges for Mental Health and Substance Use Disorder. Out-of-network non-compliance penalties or charges in excess of Maximum Reimbursable Charge do not contribute towards the out-of-pocket maximum. • All eligible family members contribute towards the family out-of-pocket maximum. Once the family out-of-pocket maximum has been met, the plan will pay each eligible family member's covered expenses at 100%. • This plan includes a combined Medical/Pharmacy out-of-pocket maximum. Note: Services where plan deductible applies are noted with a caret (^). Plan deductible always applies before benefit copays/deductibles. Primary Care Physician (PCP) Services/Office Visit Plan pays 100% ^ Plan pays 80% ^ Specialty Care Physician Services/Office Visit Plan pays 100% ^ Plan pays 80% ^ Surgery Performed in Physician's Office Covered same as Physician Services - Office Visit Covered same as Physician Services - Office Visit Allergy Treatment/Injections and Allergy Serum Allergy serum dispensed by the physician in the office Covered same as Physician Services - Office Visit Covered same as Physician Services - Office Visit Cigna Telehealth Connection Services (Virtual Care) Plan pays 100% ^ Not Covered • Includes charges for the delivery of medical and health-related services and consultations by dedicated virtual providers as medically appropriate through audio, video, and secure internet-based technologies. • Virtual Wellness Screenings are available for individuals 18 and older and are covered same as Preventive Care (see Preventive Care Section).

Sick Leave and Vacation Leave Accruals. Sick and vacation leave shall not accrue for any full calendar month in which the employee is not in a regular paid status. Sick and vacation time will Same Same ISSUES PERSONAL SERIOUS HEALTH CONDITION BIRTH, ADOPTION OR XXXXXX CARE SERIOUS HEALTH CONDITION OF CHILD,PARENT OR SPOUSE accrue during the employee's use of paid sick leave and/or paid vacation leave for any portion of FMLA leave. Same Same Maintenance of Medical, Dental and Life Insurance Benefits The Town will maintain group medical, dental and life insurance coverage for the duration of the FMLA leave provided that the employee make the necessary payment(s) for that portion of the insurance premium that s/he would have had to make had s/he not taken FMLA leave. In the event that the employee does not return to work when the FMLA leave expires, s/he shall be able to continue medical and dental coverage under COBRA at his/her own expense at the COBRA rates. Failure to continue coverage under COBRA will remain in the expiration of medical and dental coverage at the end of the month when such FMLA leave has expired. Life insurance coverage expires when FMLA leave expires if the employee does not return to work. Same Same ISSUES PERSONAL SERIOUS HEALTH CONDITION BIRTH, ADOPTION OR XXXXXX CARE SERIOUS HEALTH CONDITION OF CHILD,PARENT OR SPOUSE MISCELLANEOUS All requests for FMLA leave must be documented including whether or not the leave was granted and reasons for the denial where that is the case. The Family Medical Leave Act prohibits an employer from putting any restraint on an employee for exercising his/her rights under the FMLA. The Town may not penalize or discipline an employee for requesting or using the FMLA provisions. The 12 month period for FMLA purposes will coincide with the Town's fiscal year (July 1-June 30). Each employee shall be allowed a combined total of 12 weeks of FMLA leave per year (except when both spouse work for the Town as described above). Medical information and documentation shall be treated as confidential medical records and shall be kept in a confidential file separate from the employee's personnel file. The parties agree that existing contractual benefits will remain in effect in accordance with existing collective bargaining agreement. Selection of a Primary Care Provider - your plan may require or allow the designation of a primary care provider. You have the right to designate any primary care provider who participates in the network and who is available to accept you or your family members. If your plan requires designation of a primary care provider, Cigna may designate one for you until you make this designation. For information on how to select a primary care provider, and for a list of the participating primary care providers, visit xxx.xxxxxxx.xxx or contact customer service at the phone number listed on the back of your ID card. For children, you may designate a pediatrician as the primary care provider. Direct Access to Obstetricians and Gynecologists - You do not need prior authorization from the plan or from any other person (including a primary care provider) in order to obtain access to obstetrical or gynecological care from a health care professional in our network who specializes in obstetrics or gynecology. The health care professional, however, may be required to comply with certain procedures, including obtaining prior authorization for certain services, following a pre-approved treatment plan, or procedures for making referrals. For a list of participating health care professionals who specialize in obstetrics or gynecology, visit xxx.xxxxxxx.xxx or contact customer service at the phone number listed on the back of your ID card. Lifetime Maximum Unlimited Unlimited Plan Year Accumulation Your Plan’s Deductibles, Out-of-Pockets and benefit level limits accumulate on a contract year basis unless otherwise stated. In addition, all plan maximums and service- specific maximums (dollar and occurrence) cross-accumulate between In- and Out-of- Network unless otherwise noted. Plan Coinsurance Plan pays 100% Plan pays 80% Maximum Reimbursable Charge Not Applicable 200% Plan Deductible Individual - Employee Only: $1,500 Family Maximum: $3,000 Individual - Employee Only: $1,500 Family Maximum: $3,000 • The amount you pay for all covered expenses counts toward both your in-network and out-of-network deductibles. • Plan deductible always applies before any benefit copay/deductible or coinsurance. • Plan deductible does not apply to in-network preventive services. • All family members contribute towards the family deductible. An individual cannot have claims covered under the plan coinsurance until the total family deductible has been satisfied. • This plan includes a combined Medical/Pharmacy plan deductible. Note: Services where plan deductible applies are noted with a caret (^). Plan Out-of-Pocket Maximum Individual - Employee Only: $3,000 Family Maximum: $6,000 Individual - Employee Only: $3,000 Family Maximum: $6,000 • The amount you pay for all covered expenses counts towards both your in-network and out-of-network out-of-pocket maximums. • Plan deductible contributes towards your out-of-pocket maximum. • All benefit copays/deductibles contribute towards your out-of-pocket maximum. • Covered expenses that count towards your out-of-pocket maximum include customer paid coinsurance and charges for Mental Health and Substance Use Disorder. Out-of-network non-compliance penalties or charges in excess of Maximum Reimbursable Charge do not contribute towards the out-of-pocket maximum. • All eligible family members contribute towards the family out-of-pocket maximum. Once the family out-of-pocket maximum has been met, the plan will pay each eligible family member's covered expenses at 100%. • This plan includes a combined Medical/Pharmacy out-of-pocket maximum. Note: Services where plan deductible applies are noted with a caret (^). Plan deductible always applies before benefit copays/deductibles. Primary Care Physician (PCP) Services/Office Visit Plan pays 100% ^ Plan pays 80% ^ Specialty Care Physician Services/Office Visit Plan pays 100% ^ Plan pays 80% ^ Surgery Performed in Physician's Office Covered same as Physician Services - Office Visit Covered same as Physician Services - Office Visit Allergy Treatment/Injections and Allergy Serum Allergy serum dispensed by the physician in the office Covered same as Physician Services - Office Visit Covered same as Physician Services - Office Visit Cigna Telehealth Connection Services (Virtual Care) Plan pays 100% ^ Not Covered • Includes charges for the delivery of medical and health-related services and consultations by dedicated virtual providers as medically appropriate through audio, video, and secure internet-based technologies. • Virtual Wellness Screenings are available for individuals 18 and older and are covered same as Preventive Care (see Preventive Care Section).

Sick Leave and Vacation Leave Accruals. Sick and vacation leave shall not accrue for any full calendar month in which the employee is not in a regular paid status. Sick and vacation time will accrue during the employee's use of paid sick leave and/or paid vacation leave for any portion of FMLA leave. Same Same Same. Same. ISSUES PERSONAL SERIOUS HEALTH CONDITION BIRTH, ADOPTION OR XXXXXX CARE SERIOUS HEALTH CONDITION OF CHILD, SPOUSE OR PARENT Maintenance of Medical, Dental and Life Insurance Benefits The Town will maintain group medical, dental and life insurance coverage for the duration of the FMLA leave provided that the employee make makes the necessary payment(s) for that portion of the insurance premium that s/he would have had to make had s/he not taken FMLA leave. In the event that the employee does not return to work when the FMLA leave expires, s/he shall be able to continue medical and dental coverage under COBRA at his/her own expense at the COBRA rates. Failure to continue coverage under COBRA will remain result in the expiration of medical and dental coverage at the end of the month when such FMLA leave has expired. Life insurance coverage expires when FMLA leave expires if the employee does not return to workwork unless the employee opts to continue coverage at his expense. Same Same ISSUES PERSONAL SERIOUS HEALTH CONDITION BIRTH, ADOPTION OR XXXXXX CARE SERIOUS HEALTH CONDITION OF CHILD,PARENT OR SPOUSE MISCELLANEOUS Same. Same. Miscellaneous All requests for FMLA leave must be documented including whether or not the leave was granted and reasons for the denial where that is the case. The Family and Medical Leave Act prohibits an employer from putting any restraint on an employee for exercising his/her rights under the FMLA. The Town may not penalize or discipline an employee for requesting or using the FMLA provisions. The 12 month period for FMLA purposes will coincide with the Town's fiscal year (July 1-June 30). Each employee Family & Medical Leave shall be allowed a combined total of 12 weeks of FMLA leave per year (except when both spouse work for measured forward from the Town date any employee’s first Family & Medical Leave begins or is designated as described above)the start date. Medical information and documentation shall be treated as confidential medical records and shall be kept in a confidential file separate from the employee's personnel file. The parties agree that existing contractual benefits will remain in effect in accordance with existing collective bargaining agreement.