Agenda - Council Work Session - 07/08/2025

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• Safety leave, which is leave from work because of domestic abuse, sexual assault, or stalking when the leave is associated with seeking medical, victim services, psychological, or legal assistance, as well as relocation due to the event. • A serious health condition of self or family member. A family member is defined as: • A spouse or domestic partner. • A child, including a biological, adopted, or foster child, a stepchild, a child of a domestic partner, or a child to whom the applicant stands in loco parentis, is a legal guardian, or is a de facto custodian. • A parent or legal guardian of the applicant. • A sibling. • A grandchild. • A grandparent or spouse's grandparent. • A son-in-law or daughter-in-law. • An individual who has a personal relationship with the applicant that creates an expectation and reliance that the applicant care for the individual without compensation, whether or not the applicant and the individual reside together. Except for benefits for bonding leave, the state law will limit the paid family and medical leave benefits to those certified by a health care provider or designated professional and with a single qualifying event of at least seven days duration, which must be consecutive unless the leave is intermittent (see Q10 for more information on intermittent leave). This seven-day waiting period is not an unpaid period for Minnesota Paid Leave for leaves due to family care, medical care related to pregnancy, serious health condition, qualifying exigency, or safety leave. For intermittent leave, the initial paid week means seven consecutive, nonconsecutive, or a combination of consecutive and nonconsecutive calendar days from the effective date of leave to be paid retroactively after the applicant has met the seven-day qualifying event in the first benefits payment to the applicant. Generally, bonding leave must end within 12 months of the birth, adoption, or placement of a foster child. The new law sets out circumstances that allow for exceptions to this rule. The benefit amount of paid leave is progressive and will vary based on an employee's weekly wages, such that lower -income employees will receive a higher percentage of income with a sliding scale of lower percentages as employees earn more. Generally, employees will receive: • 90% of the portion of their weekly wages that is less than or equal to 50% of the state's average weekly wage (the state's average weekly way is posted by DEED annually), plus: • 66% of the portion of their weekly wages that is more than 50% of the state average weekly wage but not 100% weekly wage, plus: • 55% of the portion of their weekly wages that exceed 100% of the state average weekly wage. Benefits will be capped at 100% of the state average weekly wage. Benefits will begin the Sunday of the calendar week in which a benefit application is filed.