Minnesota Leave of Absence (FMLA) laws & HR compliance analysis

Minnesota Leave of Absence (FMLA): What you need to know

In addition to the federal Family and Medical Leave Act (FMLA), some states have their own comprehensive family leave laws that may also require employers to grant employees time off for the birth or adoption of a child or to care for a family member with a serious illness.
Minnesota provides a variety of family and medical leave protections to both public and private employees through its Pregnancy and Parental Leave Act (MN Stat. Sec. 181.940 et seq.).
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Covered employers. All employers of 21 or more employees at one site are covered by the law.
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.
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 position in the employee’s job classification as defined by the employer’s personnel policies or practices or pursuant to the provisions of a collective bargaining agreement during the 12-month period immediately preceding the leave.
Independent contractors are not covered by the Act.
Qualifying leave events. Parental leave may be taken for the birth or adoption of a child, prenatal care, pregnancy, childbirth, or related health conditions.
The act also permits an employee to use personal sick leave benefits for kin care absences due to a covered family member's illness or injury.
The law also provides leave for working parents to visit school and early childhood programs, which is discussed in further detail below.
Finally, the act also permits the use of personal sick leave benefits for "safe" leave ...

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