St. Paul Joins Minneapolis in Passing Paid-Sick Ordinance

Stinson LLP
Contact

Stinson Leonard Street

Both cities will require employers to extend paid sick leave, effective July 2017.

On Wednesday September 7, 2016, St. Paul became the second Minnesota city to enact an ordinance requiring that employers offer workers paid sick leave. Minneapolis passed a similar ordinance in May of this year. Both cities join a growing list of municipalities and states that have enacted paid sick leave laws. The ordinances go into effect for most employers July 1, 2017.

Under these ordinances, many employees who were not previously eligible for paid leave will become eligible for paid time off for purposes including the employee’s own illness, a sick family member, response to domestic assault or stalking, and the employee's need to care for a family member due to an unexpected closure of the family member’s school or place of care.

Key provisions of the two local ordinances are in the table below. In addition, there are a few notable differences in employer coverage and rules regarding whether paid sick time must carry over from year to year.

 Employment Alert Table 9/13

Employers who currently provide PTO or paid sick leave may continue their current policies, so long as they meet or exceed the applicable ordinance's minimum requirements. However, many employers have questions regarding whether their current plans or alternative arrangements meet the requirements, and whether a use-it-or-lose-it leave policy can ever be permitted. 

St. Paul employers can continue to follow a use-it-or-lose it policy, so long as the employer's plan provides employees with available leave hours at the beginning of the year, as follows: In an employee's first year of employment, the employer must (after the first 90 days) front load at least 48 hours of leave time. In each subsequent year the employer must front load at least 80 hours of leave time. 

The Minneapolis ordinance does not answer these questions, but the Minneapolis City Council is expected to address these important employer questions by issuing guidelines for such alternative policy structures. The Council was scheduled to hear recommendations at its August 17, 2016 committee hearing, but the matter was postponed. 

Employers should prepare for these new ordinances by reviewing current tracking and leave policies, as well as ensuring compliance with notice requirements (required postings and handbook provisions), and putting in place appropriate recordkeeping and documentation systems.

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© Stinson LLP | Attorney Advertising

Written by:

Stinson LLP
Contact
more
less

Stinson LLP on:

Reporters on Deadline

"My best business intelligence, in one easy email…"

Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra:
*By using the service, you signify your acceptance of JD Supra's Privacy Policy.
Custom Email Digest
- hide
- hide

This website uses cookies to improve user experience, track anonymous site usage, store authorization tokens and permit sharing on social media networks. By continuing to browse this website you accept the use of cookies. Click here to read more about how we use cookies.