Menu

Showing 3 posts in Minneapolis, Minnesota.

Minneapolis Earned Sick and Safe Time Ordinance Upheld by Minnesota Supreme Court

On June 10, 2020, in Minnesota Chamber of Commerce v. City of Minneapolis, the Minnesota Supreme Court upheld the City of Minneapolis' Earned Sick and Safe Time (ESST) Ordinance. The ordinance requires employers to provide sick and safe time to employees who work within the city, and applies to all employees who work in Minneapolis, regardless of whether or not the employer is based in Minneapolis. Employers operating in Minneapolis—or other Minnesota cities with similar ordinances such as Duluth and St. Paul—should review their local ordinances, along with state and federal laws, to ensure compliance. More ›

It's Legal—Local Ordinances Can Raise Minimum Wage Above Minnesota State Statute

The Minnesota Court of Appeals affirmed a lower court ruling that a Minneapolis ordinance raising the minimum wage did not conflict with—and was not impliedly preempted by—state statute, clearing the path for a rise in minimum wages in the municipality. (Graco, Inc., et al. v. City of Minneapolis, Case No. A18-0593). While review may still be sought at the Minnesota Supreme Court, employers in Minneapolis should continue complying with the ordinance's minimum wage requirements. More ›

Minneapolis and St. Paul Sick and Safe Time Ordinances Set to Take Effect July 1st

The sick time ordinances passed by both the Minneapolis and St. Paul City Councils take effect July 1, 2017. The Minneapolis Sick and Safe Time ordinance requires all employers with six or more employees to provide paid sick time; employers with five or less employees are required to provide unpaid sick time. The St. Paul Earned Sick and Safe Time ordinance will apply to all employers, regardless of size, but gives a six-month grace period to employers with 23 or fewer employees. Both cities have also included a deferral provision for new employers. More ›

Search
Subscribe via Email

Blog Editors