- Bloomington Chamber of Commerce
- Columbus Corporation / Park and Shop / LaSalle Court Parking
- Dakota County Regional Chamber of Commerce
- Greater Minneapolis Hotel Association
- Midwest Hardware Association
- Minneapolis Downtown Council
- Minneapolis Regional Chamber of Commerce
- Minnesota Bankers Association
- Minnesota Chamber of Commerce
- Minnesota Chapter of the National Association of Women Business Owners
- Minnesota Business Partnership
- Minnesota Grocers Association
- Minnesota Licensed Beverage Association
- Minnesota Lodging Association
- Minnesota Newspaper Association
- Minnesota Nursery and Landscape Association
- Minnesota Petroleum Marketers Association
- Minnesota Recruiting and Staffing Association
- Minnesota Restaurant Association
- Minnesota Retailers Association
- Minnesota Service Station & Convenience Store Association
- National Federation of Independent Business
- River Heights Chamber of Commerce
- Shakopee Chamber of Commerce
- Tiger Oak Media
- Twin West Chamber of Commerce
- Warehouse District Business Association
Workforce Fairness Coalition >> Issues
To the right of the “mandate approach” below is one idea based on building a community partnership. But the reality is the Workfroce Fairness Coaltion Partnership Approach isn’t the only innovative idea out there!
City Workforce Regulation Taskforce Recommended Mandate Workforce Fairness Coalition Partnership Approach Approach City mandate through an enacted “you must” ordinance. A unique employer-community-city partnership to promote shared goals with possible base standards below. Covered Employees Anyone working in Minneapolis regardless of their employer’s location including those attending meetings, conventions, or delivering packages. Anyone working in Minneapolis. Access Earned sick time can be taken after working for 80 hours for an employer and after 90 days. Earned sick time can be taken after working for 320 hours for an employer and after 90 days. Hours Employees accrue sick time at a rate of one hour for every 30 hours beginning at hire. Employees accrue sick time at a rate of one hour for every 30 hours beginning at hire. Use As defined by state law and including any household member. As defined by state law. Maximums Employees may accrue up to 48 hours in a year and maintain a bank of hours up 80. Employees may accrue up to 24 hours in a year and maintain a bank of hours up to 48 based on common perception surrounding employees averaging 3-5 sick days. Protections Employees are offered protections from retaliation and employers may request documentation following a clear pattern of abuse. Employees are offered protections from retaliation and employers may request documentation following three absences. Enforcement City holds the power to inspect employer plans through new authority including investigating employee complaints. Employee complaint-based approach. Existing Paid Time Off Plans Plans that meet the provisions of the mandate are deemed in compliance. Plans that provide adequate time off are deemed in compliance.
The proposed Minneapolis approach to addressing sick and safe leave doesn’t have to be a “you must” mandate.
The Workforce Fairness Coalition recommends an approach that encourages and lifts employers up in an effort to expand worker access to sick and safe time. A collaborative approach can work, as we have seen with other issues in Minneapolis.
Encourage City Council members to reach beyond a mandated approach to sick and safe leave, and search for a truly innovative and forward-thinking approach.
Call, e-mail or visit the City Council and Mayor now and tell them Minneapolis should work with employers and employees to innovate, not mandate, sick and safe leave.