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Employees can use intermittent leave in increments the city allows for other forms of leave, as <br />long as the city's policy permits a minimum increment of at most one calendar day. An <br />applicant may not apply for payment of intermittent Minnesota Paid Leave until the applicant <br />has accumulated eight hours of leave, unless more than 30 calendar days have passed since the <br />initial taking of leave. <br />Employers must provide a minimum of 480 hours of intermittent leave in any 12-month period <br />for qualifying leave. Although not required, employers can choose to provide the total amount <br />of leave available under Minnesota Paid Leave as intermittent leave. If an employer limits the <br />hours of intermittent leave to 480 hours, the employee is entitled to take the remaining leave <br />continuously, provided the leave does not exceed the maximum 20-weeks in a single benefit <br />year. <br />Return to ton of nage <br />Q11. Can the employer require proof of the need for <br />the leave? <br />All. The employer can require an employee to provide a copy of the certification required by <br />DEED to apply for the benefits. The certification required depends upon the type of leave <br />requested but generally will substantiate the need for the leave and where applicable, the <br />duration and timing of the leave. <br />Examples of required documentation employees will submit to DEED include the following: <br />• For medical leave, a health care provider will need to complete a certification form that <br />demonstrated the employee's serious health care condition prevents the employee from <br />performing their regular job and the amount of time needed. <br />• For caring leave, for an employee to care for their family member, their family member's <br />health care provider will need to complete a certification form that demonstrates that the <br />employee's care is medically necessary, and the amount of time needed. <br />• For bonding leave, the employee will need documentation completed by a health care <br />professional, adoption agency, or foster care agency that demonstrates the child has arrived <br />or been placed in the employee's home. <br />• For military family leave, the employee will need a copy of the active duty orders or other <br />official military document showing their family member is about to be deployed for duty. <br />• For safety leave, the employee will need documentation that includes proof of the need for <br />leave. This could include a letter from a qualified professional (such as a domestic violence <br />advocate, counselor, or attorney), a police report, restraining order, or other court order. <br />This document does not require detailed information about what happened, only that safety <br />leave is required. <br />Return to top of page <br />Q12. Does this run concurrently with federal and state <br />family and medical leave programs? <br />Al2. Yes. The law specifically states an employer may require this leave to run concurrently <br />with the federal Family and Medical Leave Act or the leave required under Minnesota Statutes. <br />section 181.941 when the leave is taken for the same purpose. Cities must follow both laws <br />