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25 <br /> <br />City of Little Canada Personnel Policy <br />SECTION 14 - PAID TIME OFF (PTO) & EARNED SICK AND SAFE TIME <br /> <br />Paid Time Off (PTO) & Earned Sick And Safe Time <br /> <br />Purpose <br /> <br />The city City recognizes the importance of employees balancing their professional lives with personal <br />responsibilities. It is the objective of the city to provide equity, consistency, and flexibility through a <br />Paid Time Off (PTO) and/or Earned Sick and Safe Time (ESST) benefit to all eligible city staff. <br /> <br />Effective January 1, 2024, Minnesota’s earned sick and safe time (ESST) law requires employers to <br />provide paid leave to employees who are anticipate to work at least 80 hours in a year in the state. All <br />city City regular full-time and part-time employees working 20 hours per week or more who currently <br />earn PTO will now earn combination PTO/ESST hours. Regular part-time employees working less <br />than 20 hours per week, and temporary and seasonal employees will earn only ESST hours. <br /> <br />Employees accrue a combination PTO/ESST benefits based on length of service with the cityCity. <br />This means employees receive the same amount of paid time off regardless of personal or family <br />situations. Through PTO the city City seeks to attract and retain its employees by providing equity, <br />consistency, flexibility, personal responsibility, and recognition of years of service. <br /> <br />PTO/ESST can be used for any purpose and is subject only to routine requests and approval <br />procedures. <br /> <br />ESST hours may be used for the following qualifying reasons, per MN StatuteMinn. Stat. 181.9447, <br />subd. 1: <br /> <br /> Employee’s mental or physical illness or other health condition <br /> Employee’s need for medical diagnosis, care, or treatment of an illness, injury, or health <br />condition <br /> Employee’s need for preventative medical or health care <br /> Care of a family member with a mental or physical illness or other health condition <br /> Care of a family member who needs medical diagnosis, care or treatment of an illness, injury, <br />or other health condition <br /> Care of a family member preventative medical or health care <br /> Make funeral arrangements, attend a funeral service or memorial or address financial or legal <br />matters that arise after the death of a family member <br /> Seek medical attention related to physical or psychological injury or disability caused by <br />domestic abuse, sexual assault, or stalking of the employee or the employee’s family member <br /> Obtain services from a victim services organization due to domestic abuse, sexual assault, or <br />stalking of the employee or employee’s family member <br /> Obtain psychological or other counseling due to domestic abuse, sexual assault, or stalking of <br />the employee or employee’s family member <br /> Seek relocation or take steps to secure an existing home due to domestic abuse, sexual assault, <br />or stalking of the employee or employee’s family member <br /> Seek legal advice or take legal action, including preparing for or participating in any civil or <br />criminal legal proceeding related to or resulting from domestic abuse, sexual assault or stalking <br />of the employee or the employee’s family member <br /> Closure of the employee’s place of business due to weather or public emergency or employee’s