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Earned Sick and Safe Time <br />Beginning January 1, 2024, Minnesota law requires the implementation of Earned Sick and Safe Time (ESS"I). <br />ESST is paid leave that can be used for certain reasons, including when an employee is sick, to care for a sick <br />family member, when work or a child's school is closed, or to seek assistance if an employee or their family <br />member has experienced domestic abuse, se�ual assault, or stalking. This specific leave applies to all <br />employ ees (inclucling temporary and part-time employees) performing work for at least 80 hours in a year for <br />the city. <br />ESST is earned at the rate of one hour for every 30 hours worked, up to a ma�imum of 48 hours earned per <br />calendar year. The hourly rate of ESST is the same hourly rate an employee earns from employment with the <br />cit�-. <br />Employees eligible for Sick Leave as defined in the section abo�Te will have a portion of that sick leave <br />designated as ESST. Employees not eligible for Sick Leave as defined in the section abo�Te who work for the <br />cit�- at least 80 hours in a calendar year will accrue ESST at the rate of 1 hour for every 30 hours worked. <br />ESST may begin accruing at the beginning of the calendar year although employees may not use ESST until <br />they have worked 80 hours in that year. Unused ESST is not paid out at the end of employment except as <br />provided under Severance Pay above. <br />After the employee has worked 80 hours in the calendar year, ESST may be used as it is accrued in the <br />smallest increment of time tracked by the city's payroll system. r1n employee may use accrued ESST for the <br />following reasons: <br />■ an employ ee's: <br />o mental or physical illness, injury, or other health condition; <br />o need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health <br />condition; or <br />o need for preventive medical or health care; <br />■ care of a family member: <br />o with a mental or physical illness, injury, or other health condition; <br />o who needs medical diagnosis, care, or treatment of a mental or phy sical illness, injury, or <br />other health condition; or <br />o who needs preventive medical or health care; <br />■ absence due to domestic abuse, sexual assault, or stalking of the employee or employee's family <br />member, provided the absence is to: <br />o seek medical attention related to physical or psychological injury or disability caused by <br />domestic abuse, sexual assault, or stalking; <br />0 obtain services from a victim services organization; <br />0 obtain psychological or other counseling; <br />o seek relocation or take steps to secure an e�isting home due to domestic abuse, sexual <br />assault, or stalking; or <br />o seek legal advice or tal�e legal action, inclucling preparing for or participating in any civil or <br />criminal legal proceecling related to or resulting from domestic abuse, sexual assault, or <br />stalking; <br />■ closure of the employee's place of business due to weather or other public emergency or an <br />employee's need to care for a family member whose school or place of care has been closed due to <br />weather or other public emergencti; <br />■ the employee's inabilit�r to work or telework because the employee is: <br />o prohibited from working by the employer due to health concerns related to the potential <br />transmission of a communicable illness related to a public emergency; or <br />