Resolution - 23-24: Adopting ESST Policy CITY OF SPRING PARK
COUNTY OF HENNEPIN
STATE OF MINNESOTA
RESOLUTION NO. 23-24
A RESOLUTION ADOPTING SICK AND SAFE TIME POLICY
WHEREAS,the State of Minnesota under Minnesota Statutes & 181.9447, subdivision 9 enacted
a law for earned sick and safe time requiring employers to provide paid leave to employees who
work in the state; and
WHEREAS,the new policy must be in effect on or before January 1, 2024;
WHEREAS,attachment A shows the new policy parameters;
NOW THEREFORE BE IT RESOLVED,by the City Council of the City of Spring Park, that
the Sick and Safe time policy shown in attachment A be added to the City's Employee Manual,
effective January 1,2024.
ADOPTED'by the City Council of the City of Spring Park this 18th day of December,
2023.
me P.Roc am; Mayor
Attest:
4&W l
Ja Vie City Clerk
Page 1
RESOLUTION 23-24
CITY OF SPRING PARK
ATTACHMENT A: SAFE AND SICK TIME POLICY
Earned Sick and Safe Time
Employees in Minnesota are entitled to earned sick and safe time,a form of paid leave. Employees
will accrue at least one hour for every 30 hours worked by an employee up to a maximum of 48
hours per year. This specific leave applies to all employees (including part-time, seasonal and
temporary employees) performing work for at least 80 hours in a year for the City.
(a) Earned Sick and Safe Time Use
The leave may be used for the following circumstances:
• An employee's own:
o Mental or physical illness,injury,or other health condition
o Need for medical diagnosis,care,or treatment,of a mental or physical illness.
o injury or health condition
o Need for preventative care.
o Closure of the employee's place of business due to weather or other public
emergency
o The employee's inability to work or telework because the employee is prohibited
from working by the city due to health concerns related to the potential transmission
of a communicable illness related to a public emergency,or seeking or awaiting the
results of a diagnostic test for,or a medical diagnosis of, a communicable disease
related to a public emergency and the employee has been exposed to a
communicable disease or the city has requested a test or diagnosis.
o Absence due to domestic abuse, sexual assault,or stalking of the employee provided
the absence is to:
■ Seek medical attention related to physical or psychological injury or disability
caused by domestic abuse,sexual assault,or stalking.
■ Obtain services from a victim service organization.
■ Obtain psychological or other counseling.
■ Seek relocation or take steps to secure an existing home due to domestic
abuse, sexual assault,or stalking.
■ Seek legal advice or take legal action,including preparing for or participating
in any civil or criminal legal proceeding related to or resulting from domestic
abuse, sexual assault,or stalking.
o Care of a family member:
o With mental or physical illness,injury or other health condition Who needs medical
diagnosis,care or treatment of a mental or physical illness,injury or other health
condition Who needs preventative medical or health care Whose school or place of
care has been closed due to weather or other public emergency When it has been
determined by health authority or a health care professional that the presence of the
family member of the employee in the community would jeopardize the health of
others because of the exposure of the family member of the employee to a
communicable disease,whether or not the family member has actually contracted the
communicable disease
o Absence due to domestic abuse, sexual assault or stalking of the employee's family
member provided the absence is to:
■ Seek medical attention related to physical or psychological injury or disability
caused by domestic abuse, sexual assault,or stalking.
■ Obtain services from a victim service organization.
■ Obtain psychological or other counseling.
■ Seek relocation or take steps to secure an existing home due to domestic
abuse, sexual assault,or stalking.
■ Seek legal advice or take legal action,including preparing for or participating
in any civil or criminal legal proceeding related to or resulting from domestic
abuse, sexual assault, or stalking.
(b) For Earned Sick and Safe Leave purposes,family member includes an employee's:
• Spouse or registered domestic partner.
• Child, foster child, adult child,legal ward,child for whom the employee is legal guardian,or
child to whom the employee stands or stood in loco parentis.
• Sibling, step sibling or foster sibling
• Biological,adoptive, or foster parent, stepparent or a person who stood in loco parentis
when the employee was a minor child.
• Grandchild, foster grandchild,or step grandchild
• Grandparent or step grandparent
• A child of a sibling of the employee
• A sibling of the parent of the employee or
• A child-in-law or sibling-in-law
• Any of the above family members of a spouse or registered domestic partner.
• Any other individual related by blood or whose close association with the employee is the
equivalent of a family relationship.
• Up to one individual annually designated by the employee.