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Minnesota Maternity and Pregnancy: What you need to know

The Minnesota Pregnancy and Parental Leave Act (MN Stat. Sec. 181.941) requires covered employers to provide up to 12 weeks of unpaid leave for the birth or adoption of a child, or for female employees for prenatal care, pregnancy, childbirth, or related health conditions.
The length of the leave is determined by the employee, but may not exceed 12 weeks, unless agreed to by the employer.
Employers with 21 or more employees at any one site are covered under the law(MN Stat. Sec. 181.940et seq.).
The employer may adopt reasonable policies governing the timing of requests for unpaid leave and may require an employee who plans to take a leave to give the employer reasonable notice of the date the leave will begin and the estimated duration of the leave.
Employers may require employees to give reasonable notice of the start date for the leave and the anticipated duration. The length of leave may be reduced by any period of paid parental, disability, personal, medical, or sick leave, or accrued vacation provided by the employer so that the total leave does not exceed 12 weeks, unless agreed to by the employer.
Leave taken in conjunction with the birth or adoption of a child must begin within 12 months of the birth or adoption.
The Act covers employers with 21 or more employees (MN Stat. Sec. 181.940et seq.).
Eligible employees. An employee is eligible for leave under the Act if he or she performs services for hire for the employer for at least 12 months preceding the request.
In order to be eligible for leave under the Act, the employee must also perform services for hire for the employer for an average number of hours per week equal to one-half the full-time equivalent ...

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We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave

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