This bill proposes modifications to Minnesota’s earned sick and safe time provisions under state employment law. The main changes include:

1. Employer Definition: Expands employer coverage to include those with 15 or more employees (previously, it applied to any employer with at least one employee). Clarifies that staffing agencies are responsible for temporary employees unless otherwise specified by contract. The U.S. government remains excluded.

2. Accrual of Earned Sick and Safe Time:

   • Employees earn at least one hour of sick and safe time per 30 hours worked, up to a maximum of 48 hours per year, unless their employer allows more.
   • Employees can carry over unused time, up to a cap of 80 hours, unless an employer provides a fixed amount at the beginning of the subsequent year.
   • Employers can provide an upfront amount (48 hours if unused accrued time is paid out at year-end, or 80 hours if not).
   • Exempt (salaried) employees are presumed to work 40 hours weekly for accrual purposes unless they have a lower normal workweek.
   • Accrual begins immediately upon employment, and employees can use time as it accrues.

3. Notice Requirements:

   • Employers can require up to seven days' advance notice if the need for leave is foreseeable.
   • If unforeseeable, employees must notify the employer as soon as practicable.
   • Employers must have a written policy for how employees should give notice.

4. Documentation Requirements:

   • Documentation for usage is required after two consecutive scheduled workdays (changed from three).
   • Acceptable documentation includes statements from healthcare providers, legal professionals, or victim service organizations.
   • Employers cannot demand unnecessary details about medical conditions, domestic abuse, sexual assault, or stalking.
   • Employee statements can be in their first language and do not need to be notarized.

5. Replacement Worker Provision:

   • Employers cannot require employees to find a replacement before using their earned sick and safe time, though employees may voluntarily trade shifts.

6. Effects on Other Policies:

   • Employers with more generous sick time policies do not need to provide additional time if their policies meet or exceed minimum requirements.
   • Allows collective bargaining agreements to waive certain provisions if explicitly referenced.
   • Clarifies that employers can allow employees to donate accrued sick time to others or advance sick time before it is accrued.

7. New Business Exemption:

   • New businesses are exempt from earned sick and safe time requirements for their first year of operation.

Overall, the bill refines and expands protections for employees while offering some flexibility for employers in implementing sick and safe time policies.