01-14-2026 Council Packet - Laserfiche WebLink

Home Browse Search

33 City of Little Canada Personnel Policy E. Any regular non-exempt full-time employee, as well as regular part-time, working a minimum of 20 hours per week on average projected over a calendar year based on anticipated demands of the position, who is required to work on any of the above-named holidays, shall be paid for each hour worked on the holiday at their regular rate of pay plus time and one/half. This rate of pay includes the holiday pay referred to above. Examples: A full-time employee who is required to work 4 hours on a holiday would be paid for 4 hours at 2 1/2 times their regular rate of pay and 4 hours at their regular rate of pay; A full-time employee working 8 hours on a holiday would be paid for 8 hours at 2 1/2 times their regular rate of pay; A full-time employee working 10 hours on a holiday would be paid for 10 hours at 2 1/2 times their regular rate of pay. Should an exempt employee be required to work on a holiday due to an emergency situation, that exempt employee will receive equal time off for time put in. Minnesota Paid Leave Effective January 1, 2026, the State of Minnesota will require all employers to participate in the Minnesota Paid Leave Program. Employees are entitled to Minnesota Paid Leave (MPL), a form of paid leave. Use of MPL: The benefit year for MPL is a rolling 12-month period measured backward from an employee’s first day of leave taken. Employees must provide notice to their supervisor sufficient for the City to understand the employee’s need for and duration of the leave. Employees may take a maximum of 480 hours in any 12-month period of intermittent MPL. Intermittent leave must be taken in a minimum increment of 4 hours. MPL taken for the same purpose must run concurrently with the Family and Medical Leave Act or Minnesota Pregnancy and Parental Leave, or the City’s unpaid parental leave, respectively. Leave under MPL does not run concurrently with any paid sick leave and employees will not be required to exhaust accrued paid sick leave before or while taking leave under MPL. An employee can choose to use PTO/ESST or paid sick leave in lieu of MPL benefits (provided the employee is concurrently eligible) or to supplement MPL benefits up to the amount of their normal wages. Additional Information: For information about coverage and eligibility requirements, refer to the terms and conditions of the agreement between the City and the insurance carrier or contact [XX] the City Clerk/HR Manager. The City will ensure the employee receives the maximum benefit available under applicable laws.