St. Paul has become the second Minneapolis city to require employers to provide earned safe and sick time for their employees. On September 7, 2016, the St. Paul City Council passed a mandatory paid sick leave ordinance. Under the ordinance, an individual, corporation, partnership, association, nonprofit organization, or a group of persons with one or more employees must allow employees to address their own health needs and the health of their family members. Employers are also required to assist victims of domestic abuse by providing paid leave. The time off will help victims receive treatment and obtain any other service that will help ensure their protection.
Similar to the Minneapolis Sick and Safe Time Ordinance, St. Paul’s ordinance allows employees to earn an hour of sick and safe time for every 30 hours worked. The maximum sick and safe time in a calendar or fiscal year is 48 hours. Unlike the Minneapolis Sick and Safe Time Ordinance, the St. Paul ordinance requires employers to accrue up to 80 hours of earned sick and safe time. Employers with an already established paid-leave policy that meets the requirements under the ordinance, are not required to provide additional earned sick and safe time. New employees are entitled to use their accrued time 90 days following the commencement of their employment. Employees may be asked to provide documentation stating the reason for the absence if they were absent for more than three consecutive days.
The Department of Human Rights and Equal Economic Opportunity is expected to release an official notice that contains information on right to sick and safe time, amount and accrual rate of paid sick and safe time, terms of its use under the ordinance, right to be free from retaliation from properly exercising rights protected under the ordinance, and right to file a complaint or bring a civil action if earned sick and safe time is retaliated against for requesting time. Employers must provide this notice to all employees, and may comply with the requirement by displaying the notice in a conspicuous place. Employers that provide an employee handbook must include the notice in the handbook. Employers that violate the notice and posting requirement are subject to a fine of up to $1,000 payable to the city of St. Paul.
For employers with 24 or more employees, the ordinance becomes effective July 1, 2017. For employers with 23 or fewer employees, the ordinance becomes effective January 1, 2018. Compliance Poster Company will monitor the release of the notice and provide an update. Visit us soon!