NOTICE TO EMPLOYEES CITY OF MINNEAPOLIS Sick and Safe Time (access to certain time off work) • Employers must pay (unless they employ fewer than six people) employees for use of covered leave at employee's base rate. • A minimum of one hour of access to covered leave accrues for every 30 hours worked, may be capped at 48 per year and 80 overall. • Hours begin accruing on first day of work and may be used 90 calendar days later (or earlier if employer allows.) Part-time and temporary workers are included. THIS POSTER MUST BE DISPLAYED WHERE EMPLOYEES CAN EASILY READ IT (Download this poster at sicktimeinfo.minneapolismn.gov/employer-resources. It may be printed on 8 ½” x 11” letter size paper. More questions? We’re here to help: sicktimeinfo@minneapolismn.gov or call 311. For reasonable accommodations or alternative formats please contact the Minneapolis Civil Rights Department at 612-673-3012. People who are deaf or hard of hearing can use a relay service to call 311 at 612-673-3000. TTY users can call 612-673-2157 or 612-673-2626. Para asistencia 612-673-2700, Yog xav tau kev pab, hu 612-673-2800, Hadii aad Caawimaad u baahantahay 612-673-3500. Interference with the exercise of any right protected under the mimimum wage, sick and safe time or wage theft prevention ordinances is punishable by fine(s) up to $3,000 per employee. Working. Thriving. Together. Help make Minneapolis a healthier, more secure, and more productive community. • Call 311. • File a report online at minneapolismn.gov/ laborenforcement • File a report in person at City Hall, room 239, 350 S. Fifth St. ➢Report Violations ➢Retaliation Prohibited Wage Theft Prevention All employees have a legal right to receive: • Timely and full payment of all earnings. • Written notice (at start of employment) of certain terms, such as pay rate(s), pay schedule, and sick and safe time (or equivalent leave). • Earning statements (e.g. paystubs) documenting payments and sick and safe time (or equivalent leave). Minneapolis Labor and Employment Rights Sick Time Medical or mental health condition, illness or injury Safe Time To address domestic abuse, sexual assault or stalking Sick or Safe Care for ill family member or during emergency closure of their school or place of care Minimum Wage Scheduled Increases Large Business Small Business 100 or Fewer Employees July 1, 2021 More than 100 Employees** $11.75 $12.50 $13.50 Equal to large business* $13.25 $14.25 $15.00 $15. July 1, 2020 July 22 3 an. $14.50 19* — — *Slight inflationary increase every Jan. 1st **Franchise locations covered regardless of size.
NOTICE TO EMPLOYEES CITY OF MINNEAPOLIS Effective July 1, 2017 Sick and Safe Time Ordinance The City of Minneapolis Sick and Safe Time Ordinance ensures that all eligible persons working in the City receive paid leave to use when they or a family member are sick, injured, need preventative health care, or need to seek help for domestic violence, sexual assault, stalking, or other related issues listed in the ordinance. The Ordinance is intended to allow employees to care for themselves and family members, making Minneapolis a healthier, more secure, and more productive community. WHAT The Sick and Safe Time Ordinance applies to all employees who work within Minneapolis city limits. All types of employees qualify, including full-time, part-time, seasonal, paid interns and temporary staff. Employees collect a minimum rate of 1 hour of paid (at customary rates and benefits) of sick and safe time off for every 30 hours worked. However, if there are 5 or fewer employees in an organization, the time off may be unpaid. Employers must front-load time or allow each employee to accrue at least 48 hours per year, which must carry over from year to year, until reaching 80 accrued and unused sick and safe time hours during subsequent years. WHO Employees can use their leave for all of the reasons outlined by the Ordinance: • Treatment, recuperation, or preventative care for a medical or mental health condition, illness, or injury. • To seek law enforcement, counseling, or other services for domestic abuse, sexual assault, or stalking. • Closure of an employee’s place of business for public health reasons. • Needs related to the medical health, mental health, or physical safety of a family member (child, spouse, domestic partner, parent, grandparent, or member of household); or unexpected closure of a family member’s school or place of care, including inclement weather. USAGE THIS POSTER MUST BE DISPLAYED WHERE EMPLOYEES CAN EASILY READ IT (Poster may be printed on 8 ½” x 11” letter size paper) More questions? We’re here to help: sicktimeinfo@minneapolismn.gov or call 311. For reasonable accommodations or alternative formats please contact the Minneapolis Civil Rights Department at 612-673-2091. People who are deaf or hard of hearing can use a relay service to call 311 at 612-673-3000. TTY users can call 612-673-2157 or 612-673-2626. Para asistencia 612-673-2700, Yog xav tau kev pab, hu 612-673-2800, Hadii aad Caawimaad u baahantahay 612-673-3500. Requirements Upon request by an employee, an employer must provide, in writing or electronically, information stating the employee’s then-current amount of: ✔ Accrued sick and safe time available to the employee. ✔ Used sick and safe time. For use of Sick and Safe time off, employers may require advance notice as soon as practicable -- not more than 7 days -- and reasonable explanation of need. Complaints If an employee believes that they have been subject to a violation of the Sick and Safe Time Ordinance, please file a report with the City of Minneapolis Labor Standards Enforcement Division located at: 350 S. Fifth St. Rm. 239, Minneapolis, MN 55415, by calling 311, or online: www.minneapolismn.gov/ sicktimeinfo. Retaliation Prohibited It is unlawful for an employer to restrain, or deny the exercise of, or the attempt to exercise, any right protected under the Minneapolis Sick and Safe Time Ordinance.
CITY OF SAINT PAUL NOTICE TO EMPLOYEES The Minimum Wage and ESST ordinances apply to employees performing work within the geographical boundaries of Saint Paul What can you use ESST for? For yourself or a family member’s mental or physical illness, including preventative medical care Reasons related to domestic violence, sexual assault, or stalking School or work closure because of exposure to an infectious agent The Saint Paul Minimum Wage is updated annually Business Size 2022 Minimum Wage 2023 Minimum Wage Macro 10,001 + employees $15.00 Large 101-10,000 employees $13.50 $15.00 Effective July 1 Small 6-100 employees $12.00 $13.00 Effective July 1 Micro 5 or fewer employees $10.75 $11.50 Effective July 1 Earned Sick and Safe Time Report a Violation Minimum Wage Increases How do you accrue and use ESST? If you believe your right to ESST or Minimum Wage has been violated, you can file a complaint with HREEO using any of these methods: CALL : 651-266-8966 EMAIL: LaborStandards@stpaul.gov VISIT our website: www.stpaul.gov/laborstandards Language interpretation, translation, and accommodations are available upon request City of Saint Paul Department of Human Rights & Equal Economic Opportunity Division of Labor Standards Enforcement and Education 15 WKellogg Blvd, Suite 280, Saint Paul, MN 55102 Care for a family member whose daycare closed unexpectedly • Employees accrue 1 hour of ESST for every 30 hours worked • ESST begins accruing on the 1st day of work and employees are allowed to use earned ESST after their first 90 days of work (unless their Employer has a more generous ESST policy). • Employers must allow an employee to accrue at least forty-eight (48) hours of earned sick and safe time every year and roll over unused sick and safe time up to 80 hours after the employee’s first year. • Documentation may be requested for absences of longer than 3 days Retaliation is Illegal Employees also have a right to bring a civil action if they believe their right to ESST or Minimum Wage has been violated $15.19 Effective January 1
CITY OF DULUTH NOTICE TO EMPLOYEES EARNED SICK AND SAFE TIME By law, employers with five or more workers must provide paid time off to all part-time and full-time employees working within the city limits of Duluth. This paid time off is earned by employees whenever they work in Duluth – for every 50 hours worked, employees earn one hour of paid leave. Employees can use Earned Sick and Safe Time (ESST) for: • Caring for themselves or a family member due to a physical or mental health condition or illness. • Attending a doctor’s appointment or seeking preventative care. • Caring for themselves, a family member, or a roommate for reasons related to domestic violence, sexual assault, or stalking. • Lost hours due to closure of their place of employment for public health reasons. Employers cannot retaliate against employees for: • Asserting their right to ESST/requesting to use ESST • Filing a complaint with the City of Duluth • Telling others about their rights EMPLOYERS MUST PROVIDE ESST. RETALIATION IS ILLEGAL. If you believe your right to ESST has been violated, you can file a complaint: 218-730-5500 • sicktimeinfo@duluthmn.gov www.duluthmn.gov/city-clerk/earned-sick-safe-time Posting this notice where employees can easily see it satisfies notice requirements under Duluth City Code §29E-6. If an employer maintains an employee handbook, a copy of the employer’s ESST-compliant paid leave policy must also be included in the handbook.
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