School Conference and Activities Leave

Under Minnesota law, an employer with at least one employee may be required to provide school conference and activities leave to eligible employees.  See Minn. Stat. § 181.9412.  Here’s what employers need to know about school conference and activities leave:

Leave Requirements:  An employer must grant an eligible employee up to 16 hours of leave during any 12-month period to attend school conferences or school-related activities related to the employee’s child (including a foster child), but only if the conferences or school-related activities cannot be scheduled during non-work hours.  In addition, if the employee’s child receives child care services, or attends a prekindergarten regular or special education program, the employee may use the leave time to attend a conference or activity related to the employee’s child, or to observe and monitor the services or program, but only if the conference, activity, or observation cannot be scheduled during non-work hours.

Employee Eligibility for Leave:  In order to be eligible for school conference and activities leave, an employee must have worked at least 12 consecutive months immediately preceding the request for leave.

Scheduling of Leave:  When the leave cannot be scheduled during non-work hours and the need for the leave is foreseeable, the employee must provide reasonable prior notice of the leave and make a reasonable effort to schedule the leave so as not to disrupt unduly the operations of the employer.

Unpaid Leave:  School conference and activities leave is unpaid under Minnesota law.  However, the statute states that an employee may substitute any accrued paid vacation leave or other appropriate paid leave.

About Michael Miller

Michael is a Chambers-rated attorney in Briggs and Morgan's Employment, Benefits, and Labor group and is head of the firm’s Employment Law Counseling and Compliance practice group. He has 25 years experience counseling employers to prevent unwanted litigation and advises companies of ongoing changes in federal, state and local employment law. Michael advises employers in all areas of employment law including discipline and discharge, leaves of absence, wage and hour compliance, non-compete and confidentiality agreements, affirmative action plans, background checking, and drug/alcohol testing. For Michael's full bio, click here.

Posted on June 19, 2013, in Leaves of Absence and tagged . Bookmark the permalink. Leave a comment.

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