In 2016, Minneapolis enacted an ordinance requiring that all employees who work in the city more than 80 hours per year accrue paid leave for illness, injury, or safety concerns for themselves or their dependents. St. Paul enacted a similar ordinance a few months later. Together, these are known as Earned Sick and Safe Time (ESST) ordinances. Controversy surrounding them has resulted in a lawsuit, now-vetoed state legislation, and much debate. Recently, both cities released enforcement guidelines modifying the effects of the ordinances in an effort to comply with a recent court order, which is under appeal. The future […]
Minneapolis New Minimum Wage
The Minneapolis City Council recently passed a new minimum-wage ordinance that increases the minimum wage to $15 per hour. Read on to find out whether this will impact your business:
The ordinance is still brand-new and much remains to be clarified. However, as the ordinance is currently written, all businesses that do business within Minneapolis will be affected. Large businesses (those with more than 100 employees [including those outside Minneapolis]) will be required to comply sooner than small businesses. The minimum-wage requirements will apply to all employees, whether […]
In May 2016, the City of Minneapolis passed a highly-publicized ordinance requiring most employers to provide paid sick and safe leave for many employees. The ordinance resurfaced in Minnesota headlines this week when a Hennepin County judge prevented the City from enforcing the ordinance against nonresident employers when it goes into effect in July.
Recap: The ordinance
Minneapolis Ordinance No. 2016-040 requires employers to provide their employees with 1 hour of paid sick/safe leave for every 30 hours worked, with annual caps and some rollover. Leave can be used for various illness- or safety-related […]
Misclassifying employees as independent contractors is a costly mistake. Under the federal Fair Labor Standards Act (FLSA), the difference between an employee and an independent contractor depends on the circumstances under which work is performed. The distinction has major implications for wage and benefit structures. Unfortunately, businesses routinely fall into the trap of classifying workers based on external criteria – such as cost savings, independent contractor agreements, or franchise operation – rather than on work circumstances.
This winter, in an effort to reach both businesses and workers, the DOL added several misclassification resources to its website. The additions include a mythbusters page […]