On April 29, 2019, the Minnesota Court of Appeals upheld the City of Minneapolis’ paid sick-and-safe time ordinance. The ordinance requires employers with six or more employees who work in Minneapolis to provide paid time off, while smaller employers may provide unpaid leave. Non-resident employers must track and pay time off to employees who work at least 80 hours per year in Minneapolis. Employers are required to allow employees to accrue leave during the hours they work in Minneapolis and permit employees to use accrued leave on days they are scheduled to work in the City. Employees may use the leave for their own serious illness or that of a member of their family or household. An employee may also use the leave to deal with issues caused by domestic violence, sexual harassment, or stalking.
This decision is likely to have the greatest impact on non-resident employers. However, all employers who have employees working in Minneapolis should review their time off policies to ensure they are compliant with the Minneapolis sick-and-safe leave ordinance.
Please contact Engelmeier & Umanah for any questions or assistance you need with this ordinance or any of your employment law needs.
