Minnesota Addendum

In addition to the policies and procedures set forth in the University of Denver Employee Handbook (“Handbook”), the information set forth in a particular state addendum applies only to those University of Denver employees working in the state of the applicable addendum. The state addendum modifies the Handbook as set forth below.

In the event of a conflict between the Handbook and any provision of an applicable Addendum, the conflict will be resolved as follows:

If a benefit provided by the University is more generous than the benefit provided in the applicable Addendum, the University will offer the employee the more generous benefit unless such benefit is limited by statute (e.g., to residents of or employees working in Colorado).

If a University policy or procedure provides an employee with more protection than that provided under the applicable Addendum, the University’s more protective policy or procedure will apply to internal University processes, and the policy or procedure specified in the applicable Addendum will apply to external proceedings in the applicable state or local agency.

For example, if the University’s Discrimination and Harassment Policy includes more protected statuses than a particular state provides, the University’s Discrimination and Harassment Policy and the applicable procedures established by the Office of Equal Opportunity & Title IX (EOIX) will apply to a report or complaint filed with EOIX. For a complaint filed with the state or local civil rights agency, the protections afforded under the state Addendum will apply.

Employees with questions about the Handbook or any applicable Addendum should contact their HR Partner at AskHRPartners@du.edu.

Minnesota

Bereavement Leave

Employees can use their paid sick and safe to make arrangements for or attend funeral services or a memorial, or address financial or legal matters that arise after the death of a family member. See the Sick Leave policy for more information.

Crime Victim Leave

Minnesota employees who are victims of crimes may take unpaid time off to comply with a subpoena or a prosecutor’s request to attend court for the purpose of giving testimony or attending criminal proceedings related to the victim’s case. Employees who are the spouse or immediate family member of a victim of a violent crime (as defined in the Minnesota statutes) may also take unpaid time off to attend criminal proceedings related to the victim’s case.

Employees must provide University of Denver at least 48 hours advance notice of the need to take time off under this policy, unless impracticable or an emergency prevents the employee from doing so. If advance notice is not practical, employees must provide notice as soon as practical. University of Denver may request reasonable documentation of the need for such leave.

University of Denver will treat all information related to an employee’s leave pursuant to this policy as confidential. University of Denver will not discharge, discipline, threaten, otherwise discriminate against, or penalize an employee regarding the employee's compensation, terms, conditions, location, or privileges of employment for requesting or taking leave in compliance with this policy. Employees may use available vacation and/or paid sick leave during otherwise unpaid time off taken under this policy.

Election Judge Leave

Minnesota employees may take the necessary paid time off to serve as election judges. University of Denver may reduce employees’ pay during such time off by the amount employees receive from the state or court (or other applicable appointing authority) for being an election judge.

Employees must provide University of Denver at least 20 days’ reasonable advance notice of their need to take time off under this policy. Employees must also provide a certificate from the appointing authority stating the hours they will serve and compensation they will be provided. University of Denver may limit the number of people absent from work serving as an election judge to no more than 20% of the total work force at any single workplace.

Equal Employment and Anti-Discrimination Policy

This is only an excerpt of University of Denver’s complete policy with state specific information included in italics. Please refer to the complete policy for further information.

University of Denver is an equal opportunity employer and makes employment decisions based on merit and University needs. Creating an inclusive and professional environment where employees feel comfortable, safe, and free from inappropriate and disrespectful conduct is one of the University’s core values.

University of Denver does not discriminate against (in any aspect of employment, including recruiting and hiring, job assignment, compensation, opportunities for advancement, promotion, transfers, evaluation, benefits, training, discipline, and termination), nor does it tolerate harassment by any person, including, co-workers, supervisors, and third parties, on the basis of the following Protected Characteristics: In Minnesota: race (including hair texture, hair type, and protective hairstyles such as braids, locks, and twists that are historically associated with race), color, creed, religion, national origin, sex, marital status, status regarding public assistance, familial status, membership or activity in a local commission, disability, sexual orientation, gender identity, genetic information, age, military status, and pregnancy or childbirth

Information about the Minnesota Department of Human Rights can be found at https://mn.gov/mdhr/ or by calling 833-454-0148.

Harassment and Domestic Abuse Leave

Minnesota employees who are victims of domestic abuse, sexual assault, stalking or harassment, may take unpaid time off from work to seek a harassment or domestic violence restraining order, receive an order for protection from a court, or obtain other related assistance. Employees may use sick leave to provide or receive assistance because of sexual assault, domestic abuse, harassment, or stalking.

Employees must provide University of Denver at least 48 hours advance notice of the need to take time off under this policy, if practicable. If advance notice is not practical, employees must provide notice as soon as practical. University of Denver may request reasonable documentation of the need for such leave.

Jury Duty Leave

University of Denver encourages all employees to serve on jury selection or jury duty when called and provides Minnesota employees with unpaid time off to serve on a jury. While leave to serve on a jury is unpaid, exempt salaried employees will not have their pay reduced for any week in which they work and also miss time for jury duty, except to offset amounts employees receive as jury duty fees. Employees will not be required to work an alternative shift on any day they report to for jury service. Employees may voluntarily request to work an alternative work schedule, but they will not be encouraged, prompted, or asked to do so.

Employees should notify their supervisor of the need for time off for jury duty as soon as possible after receiving a notice or summons from the court. University of Denver may require employees to provide proof of jury duty service to the extent authorized by law. University of Denver will not deprive employees of employment or threaten or otherwise coerce employees because the employee receives a summons, responds to such summons, or serves as a juror or attends court for prospective jury service.

Meal and Rest Breaks

Non-exempt Minnesota employees who work at least eight hours in their workday are entitled and expected to take an unpaid, off-duty, 30-minute meal break. Employees will be relieved of all duties for the full meal break and are free to leave the premises during that time. Failure to take full meal breaks is a violation of University of Denver policy, which may subject employees to discipline, possibly including termination of employment. Non-exempt Minnesota employees are allowed reasonable time for every four consecutive work hours to use the restroom.

Military Death/Injury Leave

Pursuant to the Families of Mobilized Military Members Law, Minnesota employees may take up to 10 days of unpaid bereavement leave when their immediate family member (e.g. parent, child, grandparents, siblings, or spouse) has been injured or killed while engaged in active military service.

Employees must provide University of Denver reasonable advance notice of the need for leave under this policy. University of Denver may request reasonable documentation reflecting the need for such leave, to the extent authorized by law. Employees may use available vacation and/or paid sick leave during unpaid time off taken under this policy, however, the length of unpaid time off provided herein will not be reduced by any period of paid leave provided by University of Denver, if any.

Protected Activity

Under the Minnesota Wage Disclosure Protection law, Minnesota employees have the right to tell any person the amount of their own wages. They will not be retaliated against for disclosing their own wages. Remedies under the Wage Disclosure Protection law are to bring a civil action against an employer and/or file a complaint with the Minnesota Department of Labor and Industry at 651-284-5075 or 800-342-5354.

St. Paul, Minnesota Protected Activity

St. Paul employees have the right to: Earn Minimum Wage and Sick and Safe Time if you work in St. Paul; Receive accurate notice of your rights from your employer; Ask about your wage and sick time balance; inform others about their rights or an alleged violation; Report a suspected violation to the City of St. Paul HREEO Department; Participate in HREEO' s investigations and any other related proceeding; and Oppose unlawful practices, policies, or acts. Employees will not be retaliated against for exercising their rights. Violations can be reported online by visit www.stpaul.gov/laborstandards by phone at 651-668-8966 or by email at Laborstandards@ci.stpaul.mn.us.

Minnesota Paid Sick and Safe Time Leave

Minnesota full or part-time employees who work, or are anticipated to work, at least 80 hours in a year in the state are eligible for sick leave under this policy. Independent contractors are not eligible for leave under this policy.Employees accrue paid sick and safe time leave at a rate of one hour for every 30 hours worked, up to a total of 48 hours per year. Employees may use earned sick and safe time for the following reasons:

Mental or physical illness, injury, or health condition of the employee or a family member, including for medical diagnosis, care, treatment, or preventative medical care;
To make arrangements for or attend funeral services or a memorial, or address financial or legal matters that arise after the death of a family member;
If the employee or their family member are a victim of domestic assault, sexual assault, or stalking, they may take time off to:
- Obtain medical and psychological counseling;
- Relocate, engage with victim services, and perform other safety planning;
- Seek a restraining order or legal counsel; or
- Participate in a legal proceeding or file a police report;
If the employee lost work hours due or needs to care for a family member due to closure of employee’s place of employment or the employee’s family member’s place of care for public emergency reasons;
If determined by a health authority or health care professional that the employee or a family member is at risk of infecting others with a communicable disease; or
Other reasons provided under applicable law.

Under this policy, “family member” means a child, stepchild, adult child, adopted child, foster child, legal ward, child for whom the employee is a legal guardian, spouse, domestic partner, sibling, stepsibling, foster sibling, parent, stepparent, mother-in-law, father-in-law, grandchild, foster grandchild, grandparent, step-grandparent, any other individual related by blood or whose close association with the employee is the equivalent of a family relationship, and one individual annually designated by the employee.

Employees are entitled to use earned sick and safe time leave as it is accrued. Employees may take sick and safe time leave in the same increment of time for which employees are paid, but never in less than 15-minute increments. University of Denver will not require employees to take leave under this policy in more than 4-hour increments. Employees may carry over any earned and unused paid sick and safe time leave year-to-year, up to a total of 80 hours. A year for purposes of the employee’s earned sick and safe time accrual is: one year following each anniversary of the employee's most recent date of employment.

If the need for paid sick and safe time leave is foreseeable, employees must provide 7 days’ advance notice to the University and make a reasonable effort to schedule the use of sick leave in a manner that does not unduly disrupt the operations of University of Denver. If the need for paid sick and safe time leave is unforeseeable, employees must provide notice of the need for the leave as soon as practicable. If employees have a serious illness or injury or employees are absent for more than three days, University of Denver may ask them to obtain a medical provider’s release before they are allowed to return to work.

Sick and safe time will not accrue during any leave of absence. University of Denver may prohibit employees from using sick and safe time leave during any shut down period, except as prohibited by law. If employees separate from University of Denver and are rehired within 180 days from their date of separation, their earned but unused paid sick leave that they had at the time of separation will be reinstated, unless University of Denver paid out that unused paid sick leave at the time of separation.

Abuse of the University’s sick and safe time leave policy is dishonest and may lead to termination of employment. Employees will not be required to find their replacements for time they take off pursuant to this policy. University of Denver will not retaliate against an employee for the employee’s use of, or attempt to use, sick days. In addition, an employee will not be retaliated against for filing a complaint alleging violations of paid sick and safe time leave laws, for cooperating in an investigation or prosecution of an alleged violation of paid sick and safe time leave laws, or opposing any policy, practice, or act prohibited by any applicable paid sick and safe time leave laws.

Minneapolis, Minnesota Sick and Safe Time Leave

Minnesota state law also provides sick leave benefits to employees. If there is a conflict between this local sick leave policy and the state-wide policy, the governing policy will be whichever is more generous to employees.

Employees accrue paid sick and safe time leave at a rate of one hour for every 30 hours worked in Minneapolis, up to a total of 48 hours per year. Employees may use sick and safe time leave for the following reasons:

Diagnosis, treatment, recuperation, or preventative care for a medical or mental health condition, illness, or injury;
Care of a covered family member who is sick or needs diagnosis, treatment, or preventative care, or during emergency closure of their school or place of care (including for inclement weather);
Legal action, counseling or other services for domestic abuse, sexual assault, or stalking;
Scheduled work shift cancelled due to public health emergency by order of a public official; or
Other reasons provided under applicable law.

Under this policy, “family member” includes immediate family or a member of the employee’s household.

Employees are entitled to use accrued sick leave beginning on the 90th day of employment, after which they may use sick leave as it is accrued. Employees may take sick and safe time leave in increments of no less than four hours. Employees may carry over up to 80 hours of earned sick leave year-to-year.

If the need for sick and safe time leave is foreseeable, employees must provide reasonable advance notice to the University and make a reasonable effort to schedule the use of sick days in a manner that does not unduly disrupt the operations of University of Denver. If the need for sick and safe time leave is unforeseeable, employees must provide notice of the need for the leave as soon as practicable. If employees are absent for three or more consecutive days, University of Denver may require reasonable documentation that the paid sick time has been used for a purpose set forth in this policy.

Sick and safe time will not accrue during any leave of absence. University of Denver may prohibit employees from using sick and safe time leave during any shut down period, except as prohibited by law. Any unused sick leave will not be paid upon termination of employment. If employees separate from University of Denver and are rehired within 90 days from their date of separation, their earned but unused sick leave that they had at the time of separation will be reinstated.

Abuse of the University’s sick and safe time leave policy is dishonest and may lead to termination of employment. Employees will not be required to find their replacements for time they take off pursuant to this policy. University of Denver will not retaliate against an employee for the employee’s use of, or attempt to use, sick days. In addition, an employee will not be retaliated against for filing a complaint alleging violations of sick and safe time leave laws, for cooperating in an investigation or prosecution of an alleged violation of sick and safe time leave laws, or opposing any policy, practice, or act prohibited by any applicable sick and safe time leave laws.

St. Paul, Minnesota Paid Sick Leave

Employees who work at least 80 hours per year in St. Paul are eligible for sick leave under this policy. Employees who do temporary work of less than 80 hours per year, including pickups and deliveries, are eligible for leave under this policy for hours worked in St. Paul.

Employees accrue paid sick leave at a rate of one hour for every 30 hours worked, up to a total of 48 hours per year. Employees may use paid sick leave for the following reasons:

Mental or physical illness, injury, or health condition of the employee or a family member, including for medical diagnosis, care, treatment, or preventative care;
If the employee or a family member are a victim of domestic abuse, sexual assault, or stalking, time off to:
- Seek medical attention related to physical or psychological injury or disability caused by the crime or abuse;
- Obtain services from a victim-services organization;
- Obtain psychological or other counseling;
- Seek relocation or take steps to secure an existing home due to domestic abuse, sexual assault, or stalking; or
- Seek legal advice or take legal action, including preparing for or participating in any civil or criminal legal proceeding related to or resulting from the crime or abuse;
Closure of the employee's place of business due to weather or other public emergency or a family member’s school or place of care due to weather or other public emergency;
If determined by a health authority or health care professional that the employee or a family member is at risk of infecting others with a communicable disease;
Care for a family member whose school or place of care has been closed due to inclement weather, loss of power, loss of heating, loss of water, or other unexpected closure; or
Other reasons provided under applicable law.

Employees are entitled to use paid sick leave as it accrues. Employees may take sick leave in increments of no less than four hours. Employees who have worked within the geographic boundaries of St. Paul for more than one year may carry over earned but unused paid sick leave to the next year, up to a total of 80 hours.If the need for paid sick leave is foreseeable, employees must provide seven days advance notice to the University and make a reasonable efforts to schedule the use of sick days in a manner that does not unduly disrupt the operations of University of Denver. If the need for paid sick leave is unforeseeable, employees must provide notice of the need for the leave as soon as practicable. If employees are absent for three or more consecutive days, University of Denver may require reasonable documentation, including a doctor’s note, that the paid sick time has been used for a purpose set forth in this policy.

Sick leave will not accrue during any leave of absence. University of Denver may prohibit employees from using sick leave during any shut down period, except as prohibited by law. Any unused sick leave will not be paid upon termination of employment. If employees separate from University of Denver and are rehired within 180 days from their date of separation, their earned but unused paid sick leave that they had at the time of separation will be reinstated.

Abuse of the University’s sick leave policy is dishonest and may lead to termination of employment. Employees will not be required to find their replacements for time they take off pursuant to this policy. University of Denver will not retaliate against an employee for the employee’s use of, or attempt to use, sick days. In addition, an employee will not be retaliated against for filing a complaint alleging violations of paid sick leave laws, for cooperating in an investigation or prosecution of an alleged violation of paid sick leave laws, or opposing any policy, practice, or act prohibited by any applicable paid sick leave laws.

Pregnancy and Parental Leave

In accordance with Minnesota’s Pregnancy and Parenting Leave Act (MPPA), University of Denver provides leave to Minnesota employees for a pregnancy-related condition, or to care for a newborn child, newly adopted child, or child placed with them for foster care. Employees are eligible for up to 12 weeks of unpaid time off under the MPPA.

Eligible employees may take leave for the birth or adoption of a child, prenatal care, or incapacity caused by pregnancy, childbirth, or related health conditions. Leave for the birth or adoption of a child may begin at any time chosen by the employee but must begin within 12 months of the birth or adoption. In cases where the child must remain in the hospital longer than the mother, leave must begin within 12 months after the child is discharged. All leave provided under this policy or the MPPA will run concurrently with the FMLA (as applicable).

Employees who would like to take leave for the birth of a child, or to care for a new adopted or foster child should provide advance notice to their supervisor or HR Partners at AskHRPartners@du.edu. When possible, employees should provide at least 30 days’ notice of their leave. If 30 days’ notice is not possible due to medical necessity or other reasons, employees should provide as much advance notice as possible to HR Partners.

Employees suffering from a pregnancy-related disability who require reasonable accommodation (which may include leave) for this purpose should contact HR Partners. Employees may be entitled to the following accommodations: more frequent or longer restroom, food, and water breaks; temporary leaves of absence; modification in work schedule or job assignments; and more frequent or longer break periods. Employees may be required to submit a medical certification of their disability.

Employees must use any available paid time off during this leave. Any available vacation will be applied to and run concurrently with employees’ MPPA leave, and the remainder of the leave will be unpaid. During any unpaid portion of employees’ MPPA leave (that is, when vacation is not being used), employees will not accrue vacation, but they will retain all benefits accrued before and not used during leave. Employees will continue to be eligible for benefits, in accordance with the terms and conditions of applicable benefit plans.

At the end of the leave, employees will be reinstated to their same position, or, if that position is unavailable, to a comparable position except as allowed by applicable law. For example, if a reduction in force occurs during the time employees are on leave and they are included in the reduction, their employment may be terminated at the same time as the other employees even if they are on leave at that time. Employees will be eligible for coverage under any University group insurance policy, group subscriber contract, or health care plan for the employee and any dependents.

University of Denver will not discriminate; retaliate; deny employment, reemployment, promotion, or any other benefit of employment; subject to any adverse employment action; or discipline, intimidate, or retaliate against any employee or applicant for requesting or taking parental leave.

School Activities Leave

Minnesota employees may take up to 16 hours of unpaid time off during any 12-month period to attend school conferences or school-related activities for their child during work hours. If the employee’s child receives childcare services by someone other than a parent or legal guardian in or outside the child’s own home on a regular basis or attends a pre-kindergarten regular or special education program, the employee may use unpaid time off to attend a conference or activity related to their child, or to observe and monitor the service or program during work hours.

Employees must provide University of Denver reasonable advance notice of the need for leave under this policy and make a reasonable effort to schedule the leave so as not to unduly disrupt the University’s operations.

Employees may use available vacation or paid sick leave during otherwise unpaid time off taken under this policy.

Voting Leave

Minnesota employees who are eligible to vote may take the necessary paid time off to vote in a regularly scheduled election, an election to fill a vacancy in the office of United States or state senator or United States or state representative, an election to fill a vacancy in nomination for a constitutional office, or a presidential nomination primary election. This time may be taken during early voting periods before an election.

Employees must provide University of Denver reasonable advance notice of their need to take time off under this policy. Time off should be taken when specified by University of Denver.

Minnesota Political Activity Leave

Minnesota employees may take unpaid time off to attend any meeting of the state central committee or executive committee of a major political party if they are a member of the committee or may attend any convention of major political party delegates including meetings of official convention committees if they are a delegate or alternate delegate to that convention. Employees must provide University of Denver at least 20 days' advance notice of their need to take time off under this policy.

Minnesota employees elected to public office may take unpaid time off to attend meetings required by their official duties. University of Denver will try to allow employees to make up the time with other hours when they are available.

University of Denver will not retaliate against employees for requesting or taking time off under this policy.

Whistleblower Protection

Purpose

University of Denver is committed to operating its business with honesty and complying with all applicable laws. University of Denver is also committed to providing a workplace that is conducive to open discussion of the University’s business practices.

Reporting

Employees with concerns or knowledge of misconduct are encouraged to report to the employee’s supervisor or HR Partners at AskHRPartners@du.edu. Misconduct includes illegal, fraudulent, questionable, or dishonest conduct that violates the law or the University’s policies and procedures.

To facilitate an investigation, the employee’s report should be in writing and include a full statement of the misconduct, people involved, and relevant dates. Employees should use reasonable judgment when reporting. Employees who intentionally file a false report or recklessly make statements in bad faith are not protected by this policy and can be subject to discipline, which may include termination.

This policy is intended to encourage employees to report good faith concerns about misconduct to University of Denver prior to reporting the concerns outside the University. University of Denver encourages employees to allow the University a reasonable time to correct the conduct. However, employees do not have to first report to University of Denver if there is an emergency or if the employee is reasonably certain the University knows about the misconduct. This policy does not prevent an employee from reporting misconduct to governmental agencies or other parties.

Investigation

University of Denver will promptly and thoroughly investigate any report of misconduct. All employees have a duty to cooperate and provide accurate information related to any investigation of misconduct. When possible, the reporting employee’s name will be kept confidential. However, the employee’s identity may be disclosed, if permitted by law, to conduct a thorough investigation or provide accused individuals their legal rights of defense. All materials from an investigation under this policy will be kept confidential.

Retaliation

University of Denver will not unlawfully discriminate or retaliate against employees who:

Lawfully report or threaten to report misconduct by University of Denver;
Participate in an inquiry, court action, investigation, or hearing regarding misconduct; or
Refuse to participate in conduct that violates federal, state, or local law.

Retaliation in any form is prohibited. Employees who suspect they are being retaliated against should contact HR Partners at AskHRPartners@du.edu immediately.

Employees who retaliate against reporting employees will be subject to disciplinary measures up to termination. Employees who retaliate may also be subject to civil, criminal, and administrative penalties.

Questions

Employees should contact HR Partners at AskHRPartners@du.edu with any questions about this policy.

Witness Duty Leave

Minnesota employees who are the witness of a crime may take unpaid time off if subpoenaed or requested by the prosecutor to attend court for the purpose of giving testimony and attending criminal proceedings. While leave to serve as a witness is unpaid, exempt salaried employees will not have their pay reduced for any week in which they work and also miss to serve as a witness, except to offset amounts employees receive as a witness fee.

Employees must provide University of Denver reasonable advance notice at least 48 hours prior to the leave of the need to take time off under this policy unless impracticable or an emergency prevents them from doing so. If advance notice is not practical, employees must provide notice as soon as practical. University of Denver may request reasonable documentation reflecting the need for such leave. University of Denver will treat all information related to an employee’s leave pursuant to this policy as confidential, except as required by law. University of Denver will not discharge, discipline, threaten, otherwise discriminate against, or penalize an employee regarding their compensation, terms, conditions, location, or privileges of employment for requesting or taking leave in compliance with this policy.

Employees may use available vacation or paid sick leave during otherwise unpaid time off taken under this policy.

Minnesota Earned Sick and Safe Time Employee Notice

Employees in Minnesota are entitled to earned sick and safe time, a form of paid leave. Employees must accrue at least one hour of earned sick and safe time for every 30 hours they work, up to at least 48 hours in a year. A year for purposes of the employee’s earned sick and safe time accrual is: one year following each anniversary of the employee's most recent date of employment.

The earned sick and safe time hours the employee has available, as well as those that have been used in the most recent pay period, must be indicated on the employee’s earnings statement that they receive at the end of each pay period. Earned sick and safe time must be paid at the same hourly rate employees earn from employment. Employees are not required to seek or find a replacement for their shift to use earned sick and safe time. They may use earned sick and safe time for all or part of a shift, depending on their need.

Earned sick and safe time can be used for:

an employee’s mental or physical illness, treatment or preventive care;
the mental or physical illness, treatment or preventive care of an employee’s family member;
absence due to domestic abuse, sexual assault or stalking of an employee or their family member;
closure of an employee’s workplace due to weather or public emergency or closure of their family member’s school or care facility due to weather or public emergency; and
when determined by a health authority or health care professional that an employee or their family member is at risk of infecting others with a communicable disease.

Notifying employer, documentation

An employer can require their employees to provide up to seven days of advance notice when possible (for example, when an employee has a medical appointment scheduled in advance) before using sick and safe time. An employer can also require their employees to provide certain documentation regarding the reason for their use of earned sick and safe time if they use it for more than three consecutive days.

If an employee plans to use earned sick and safe time for an appointment, preventive care or another permissible reason they know of in advance, inform HR Partners as far in advance as possible, but at least 7 days in advance. In situations where an employee cannot provide advance notice, the employee should contact HR Partners at AskHRPartners@du.edu as soon as they know they will be unable to work.

Retaliation, right to file complaint

It is against the law for an employer to retaliate, or to take negative action, against an employee for using or requesting earned sick and safe time or otherwise exercising their earned sick and safe time rights under the law. If an employee believes they have been retaliated against or improperly denied earned sick and safe time, they can file a complaint with the Minnesota Department of Labor and Industry. They can also file a civil action in court for earned sick and safe time violations.

For more information

Contact the Minnesota Department of Labor and Industry’s Labor Standards Division at 651-284-5075 or dli.laborstandards@state.mn.us or visit the department’s earned sick and safe time webpage at dli.mn.gov/sick-leave.

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Last Updated Date

December 11, 2024