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Event Details

    MN Earned Sick and Safe Time and PFLMA

    Date: December 13, 2023, 8:00am – 9:30am
    North Star SHRM Board
    Via Zoom

    The target audience for this seminar is HR professionals and any business owners
    Free to chapter members
    Event Type:
    Chapter Meeting
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    North Star SHRM will be hosting a virtual seminar titled: What you need to know about Minnesota Earned Sick and Safe Time and PFMLA Laws. This is a virtual presentation via Zoom on Wednesday, December 13, 2023, from 8 a.m. to 9:30 a.m. All North Star SHRM members are invited to attend. There is no cost to attend for Chapter Members.

    This session will provide participants with an overview of the new Minnesota Sick and Safe Time and Paid Family Medical Leave laws. Participants will learn the basics about these laws and how they interact with local leave ordinances and other employment policies. The presenters will provide practical insights for how to operationalize the matrix of new requirements in a way that is manageable and clear for Minnesota businesses.

    Learning objectives:
    • Learn about the requirements of the new Minnesota Earned Sick and Safe Time and Paid Family Medical Leave laws.
    • Learn how these new state laws interact with local sick leave ordinances.
    • Learn how these new state laws interact with employers’ current employment policies.
    • Learn practical ways to implement these new requirements.
    • Learn ways to train frontline leaders to implement these new requirements, especially if prior attendance policies conflict with the new requirements.

    Our presenters,

    Jody Ward-Rannow, Esq. and Colin Hargreaves, Esq., of the law firm Ogletree Deakins in Minneapolis: Jody currently represents large corporate clients and small local businesses in matters involving all aspects of labor and employment law, including disability, race, and gender/pregnancy discrimination claims; retaliation claims; Family and Medical Leave Act (FMLA) claims; workers' compensation retaliation claims; noncompete/nonsolicitation, and unfair competition claims; breach of contract claims; and whistleblower retaliation claims. Additionally, Jody regularly partners with HR professionals, business leaders, and/or in-house legal counsel to advise on a variety of employment issues, including employee discipline and termination, discrimination and retaliation claims, employee relations, policy drafting and revisions, supervisor training, Minnesota affirmative action reporting requirements, FMLA administration, wage and commission payment requirements, drug testing policies, employee privacy, and other federal and state employment law issues.

    Colin is an associate in the Minneapolis office of Ogletree Deakins. Colin started his employment law career at a local Minneapolis law firm, focusing his practice on employee-side employment litigation. Thereafter, Colin transitioned his practice to a large regional defense firm where he focused his practice on employer-side employment litigation and counsel. As a result, Colin brings his unique insight of both the employee- and employer-side of employment law to each of his representations and interactions. His childhood dream of becoming an attorney has led Colin to become a resourceful subject matter expert, passionate advocate, and a fearless litigator. Colin uses his skills to counsel employers on myriad employment law issues and tell his client's story to secure positive results in administrative proceedings and civil litigation.

    Note for HRCI certified members

    Due to the timing of this meeting this event is not preapproved for HRCI credits but you can still self report.   You must be prepared to explain how it is related to your HR responsibilities. When describing such activities, you should always relate them to the relevant Exam Content Outline associated with your credential(s). Additionally, uploading any relevant documents for such activities will provide reviewers with relevant documentation in support of your request. On occasion, a random audit or an HRCI Reviewer may not accept an activity if it does not seem to be HR-related. In that case, HRCI will contact you and ask for more information to better understand if such activity is appropriate for the requested recertification credit(s).