Update, May 19, 2016.
72 weighed in on Minneapolis sick and safe ordinance during public hearing yesterday (May 18th). At yesterday’s Minneapolis hearing on the proposed sick and safe leave ordinance, 50 supporters and 22 with concerns addressed the Council. The Council heard a fairly comprehensive list of concerns, including several from Coalition members. Special thanks to John Stanoch for articulating the Coalition’s message. Click here to read the Star Tribune’s coverage of the public hearing.
Following a few meetings with councilmembers and the Mayor this week it’s clear that employers need to continue to raise up their voices. Please encourage others in your industry and your members to reach out to city officials. Click here for a web form to connect with city hall. The next scheduled meeting of the Council to discuss this issue is May 26 (noon), where councilmembers will discuss amendments to the bill. The City reiterated yesterday that it is likely to vote on the draft ordinance May 27.
Duluth advocacy coalition launches sick/safe time campaign
Also this week, a coalition called Vision Duluth launched a sick and safe time campaign. Click here for a Duluth News Tribune story.
Thank you for your active and continued engagement with City Hall!
Update from May 16, 2016:
If You do Business in the City of Minneapolis, Your Costs Will Rise Unless You Take Action Now!
Last week the City of Minneapolis unveiled a proposed sick and safe leave ordinance that the City Council intends to approve on May 27th. The only public hearing on this proposal will be this Wednesday, May 18th at 3:00pm at City Hall. If you want to share your view on the impact this proposal will have on your business, you need to ACT NOW and contact Minneapolis Council Members.
The proposal would:
- Require all Minneapolis employers with 6 or more employees to provide sick and safe leave benefits to all employees, full time, part time and temporary, with limited exclusions and also would require non-Minneapolis businesses to provide benefits for employees who work 80 hours or more in the City during a calendar year.
- Mandate that employees would earn one hour of sick and safe time for every 30 hours worked, with a maximum of 48 hours earned each year and a maximum carryover of 80 hours.
- Require employers to provide sick and safe leave even if it exceeds the sick leave benefits voluntarily negotiated with represented workers through a collective bargaining agreement.
- The ordinance would be implemented and administered by the Minneapolis Department of Civil Rights, which will promulgate rules for enforcement, to include various forms of relief including reinstatement and back pay and administrative fines and penalties in certain situations.
IF YOU ARE CONCERNED ABOUT THE IMPACT THIS PROPOSED ORDINANCE WOULD HAVE ON YOUR BUSINESS, YOU NEED TO ACT NOW TO MAKE YOUR VOICE HEARD!
Here’s what you can do:
- Click here to learn more about the proposed ordinance and how you can get involved. There are some Frequently Asked Questions about the ordinance at the following link: MandatedSickSafeTimeFAQs
- The Minneapolis City Council will host a public hearing (the only opportunity for you to share your thoughts with the full City Council) on Wednesday, May 18th at 3:00 pm at City Hall. You can also call (612) 673-2244 and ask to speak to your City Council Member directly. Or, you can find your Council Member’s e-mail at here.
The MLBA, Chamber of Commerce and all Coalition Partners have been very active and involved in this issue, but we cannot do it alone. It is crucial that Council Members hear from you. Please take action today to make your voice heard.
Star Tribune Editorial: “City of Minneapolis is poised to err with anti-business mandate on sick time”
The Star Tribune Editorial Board has offered its perspective on Minneapolis’ path to a one-size-fits-all sick leave mandate. Read it here.
In summary, the editorial agrees with our Coalition and many employers who feel workers need to be taken care of but have deep reservations about the unintended consequences of the current Minneapolis approach. The editorial calls on City Hall to understand the local impact, consider Minneapolis is not an economic island, and develop a workable approach with employers.