A few points of interest:
- The rules specify that an employer must have a physical location within Saint Paul to be covered under the ordinance. This is an issue that SPACC brought up many times during the ESST Task Force meetings and in other conversations with the City. We are pleased to see the scope of the ordinance has been narrowed and does not include employers who do not have a physical location in the City limits. The rules state clearly, “Employees who work in Saint Paul are covered by the Ordinance as long as their employer has a physical location within the City and they perform work at that location or another location within the City.” This includes employees who work from home if the employer has a physical location in Saint Paul and the employee’s work location is in the City.
- SPACC has also been asking many questions about how employees who travel through Saint Paul or who make stops in Saint Paul (like delivery drivers) will be treated under the ordinance. The rules clarify that employees who “travel and make a stop for work” are covered by the ordinance, and clarifies that employees who “travel through the City and only make incidental stops, such as for gasoline, are not making a stop as a purpose of their work.”
- If an employer’s paid time off (PTO) policy meets the minimum requirements of the ordinance, the employer does not need to give additional sick and safe time. This will apply to many organizations in Saint Paul.
- “Integrated enterprises” are defined under the rules as “separate entities that form a single enterprise.” You can find more specifics on page 14 of the rules.
We recommend all organizations read through the rules to ensure you are following proper documentation rules and providing the correct information to your staff. Contact us with any questions you have – if we can’t answer your questions, we can refer you to one of our wonderful member attorneys who works on these issues.