Minnesota Vacations: What you need to know

No Minnesota law requires private sector employers to provide employees with vacations, paid or unpaid, but most employers do offer some version of vacation. It is important for employers to remember that if they “promise” paid vacation, they may be legally bound to provide it; that a promise may bind an employer as much as a formal employment contract.
For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”.  This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.  Download Now
Employers must pay earned vacation time under the terms of any agreement with employees, such as a collective bargaining agreement or an employee handbook. (MN Stat. Sec. 181.74, subd. 2 defines “wage supplements” as including vacation pay.)
When an employee leaves the job, the question of payment for vacation time will depend on what the employer has established as eligibility requirements for vacation. If the employee has satisfied the eligibility requirements and has accrued vacation, but has not used it, the employee must be paid for the time upon termination. Agreement to pay vacation pay if employees meet a certain eligibility standard in terms of time worked is “not a gratuity but is a form of compensation for services, and when the services are rendered, the right to secure the promised compensation is vested as much as the right to receive wages…” according to the Minnesota Court of Appeals (Brown v. Tonka Corporation, 519 NW2d 474 (1994)).
Minnesota's highest court has determined that vacation benefits are "wholly contractual." Based on the terms of an employee handbook or policy, the court held that employers may lawfully refuse payment of personal time off (PTO) to an employee who was terminated for misconduct (Lee v. Fresenius Medical Care, Inc., 741 NW2d 117 (MN ...

>> Read more about Vacations

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Indiana | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

Minnesota Vacations Resources

Vacations Products

Solving PTO Problems Webinar Recording
Solving PTO Problems: How to Reduce Unscheduled Absences Without Alienating Employees or Violating the Law"
Perfecting Your PTO Policy Recording
BLR Webinar: "Perfecting Your PTO Policy: How to Curb Abuse, Cut Absenteeism, and Comply with the Law""
Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Critical HR Recordkeeping

Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
Download Now!

This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.