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does not directly answer this scenario. DOLI representatives are looking into this further <br />and will provide more information when they have an answer. <br />The law states that an employee who returns to work for the same employer within 180 <br />days of separation is entitled to the previously accrued ESST hours the employee had on <br />the books prior to leaving. <br />Therefore, your cityʼs payroll system should include a tracking mechanism to ensure any <br />employees who leave and then return (such as seasonal employees) within the 180-day <br />window receive their accrued ESST and unused leave balance. <br />A Minnesota DOLI representative confirmed to League staff that an employee only has to <br />qualify once (meaning work at least 80 hours), typically at the time of hire. <br />For example, if a city has a part-time employee who worked 100 hours in one year (and <br />thus qualified for ESST since they worked at least 80 hours in the city-defined 12-month <br />period year), but worked only 70 hours the next year, the employee would still continue to <br />earn ESST in the second year at the rate of one hour for every 30 hours worked. <br />If you pay out ESST hours at time of termination, <br />do hours need to be reinstated if an employee is <br />later rehired? <br />– <br />Once an employees hits the 80 hours worked <br />mark, do they need to work at least 80 hours <br />again the next year to requalify for ESST? <br />– <br />Are ESST hours prorated for part-time and <br />– <br />206