Minneapolis has issued a FAQ regarding COVID-19 and the Minneapolis Sick and Safe Time Ordinance. In short, the document outlines how the city of Minneapolis is “interpreting” the ordinance as it relates to earned sick and safe time (ESST). While I believe they are taking some liberties with their interpretation of the ordinance, employers should know what guidance the city is providing…

ESST Should Be Approved For:

  • Coronavirus symptoms, testing or infection for both themselves and care of a covered family member.
  • Covered family members’ school or place-of-care closure.
  • Workplace closure by order of public official.
  • Quarantine following close personal contact with Coronavirus infected or symptomatic person.

Other Guidance:

  • Employers may expand the reasons they allow use of ESST (for example, if work hours reduced).
  • Employers are “encouraged to be flexible with employees wherever possible” (translated: you cannot err by allowing the use of ESST – remember once it is used it is gone).
  • Preemptive self-quarantine is not covered (i.e. if they have no reason to believe they are sick).

Finally, despite the ordinance, employers should not forget about FMLA, EFMLA, emergency paid sick leave and other possible leaves that may apply.