LOGIN Request a call

← BLOG  |  EMPLOYMENT LAW UPDATES  |  NEWS

Bloomington Update: Earned Sick and Safe Leave Law Amended

21 Nov

Share

Update Applicable to:

All employers who have five or more employees in Bloomington, Minnesota.

What happened?

On the 25th of September, 2023, the City Council for the City of Bloomington, Minnesota, adopted amendments to its Sick and Safe Time Ordinance (previously “the Sick and Safe Leave Time Ordinance”). The amendments, Ordinance No. 2023-24 § 23.05, will go in effect on January 1, 2024.

What are the details?

Previously communicated by Vensure here, Bloomington has decided to implement some amendments to its Sick and Safe Time Ordinance. Some changes include the following:

  1. Changed name from “Sick and Safe Leave Time” to Sick and Safe Time.”
  2. Expanded definition of family member
  3. Allows remote and in-person workers to take leave if mandated by a healthcare professional
  4. Allows employers to frontload leave hours (subjected to immediate availability)
  5. Allows employers to require reasonable documentation to substantiate the employees leave.
    1. Defines what is reasonable documentation.

Employers should review additional resources here:

Law Firm Article

Sick and Safe Time Ordinance and Pdf

Bloomington FAQs of ESST

Best practices

  • Review and implement the Ordinance changes to policies and practices.
  • Consider a communication and training plan for your managers, leaders, and employees.
  • Consider consulting a labor attorney if needed.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Minnesota PEO services can help you navigate complex employment laws and keep your business compliant.


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.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.

Amazing!

You're all set.

Thanks for subscribing. Be on the look out for the Legal HR updates in your email.

Tracking Convertion image