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St. Paul issues Guidance on its Earned Sick and Safe Time Ordinance

06 Mar

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Update Applicable to:Effective date
All employers with at least 1 worker in St. Paul, MinnesotaSee details below


What happened?

On January 8, 2024, the St. Paul Department of Human Rights and Equal Economic Opportunity (HREEO) issued guidance on its interpretation of St. Paul’s Earned Sick and Safe Time (ESST) Ordinance.


What are the details?

The HRREO released an updated version of St. Paul’s Earned Sick and Safe Time Ordinance, called “Final ESST Rules – January 8, 2024.”

Although the aim is to have a similar law like the Minnesota ESST, there are several differences for some important topics the guide addresses.


Business Considerations

  • The HREEO will be enforcing its recently released version of the ESST ordinance, and you will need to review both the new ordinance and the guidance, which will clarify how the HREEO will be enforcing the law on several important topics.
  • Review your existing sick leave policy to ensure that your employees who perform work in St. Paul, MN are provided the specific benefits granted under the law.
  • If you have included sick leave within a PTO policy, the ordinance and guidance provide specific interpretation on how that policy can satisfy ESST requirements.


Resources

Source References

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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