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FAQs may not address all the questions that we received from members, but we will provide <br />answers as they become available. <br />While the state law seems to permit an employer to rename its sick leave bank to ESST, city <br />officials should consider the following before making that decision: <br />ESST offers broader eligible uses than most sick leave policies, such as: <br />A more inclusive definition of family members. <br />The ability to use ESST for closure of the employeeʼs place of business due to weather <br />or other public emergency. <br />An employeeʼs need to care for a family member whose school or place of care has <br />been closed due to weather or another public emergency (Minn. Stat. § 181.9447, <br />subd. 1(4)). <br />Unlike most sick leave policies, the ESST law includes several anti-retaliation provisions <br />prohibiting discipline or interference with an employeeʼs right to use ESST (Minn. Stat. § <br />181.9447, subd. 6). <br />If these aspects are not part of your cityʼs sick leave or paid time off (PTO) plan, then <br />separating 48 hours each year to ESST as a subpart of your cityʼs leave policy benefits <br />employees by allowing them more options to use leave time than a traditional sick leave or <br />PTO plan may provide. <br />Not necessarily. If your cityʼs sick leave or PTO policy meets the minimum ESST earning <br />threshold of one hour per 30 hours worked, then your city will not be required to offer <br />additional leave hours. ESST requires employers, at a minimum, to allow the use of ESST <br />for events that meet the eligibility criteria. <br />Can our city rename our current sick leave policy <br />to ESST, provided we already offers eight hours of <br />sick leave or paid time off per month (96 hours per <br />year)? <br />– <br />Does each employee receive 48 additional hours <br />of sick leave under ESST?–