MOUs Passed SER

Publish Date

On Tuesday, Jan. 18, 2022, the Minnesota Legislative Subcommittee on Employee Relations (SER) met and unanimously approved several labor contracts and over a dozen memoranda of understanding (MOUs), including several MAPE MOUs, which are listed below. These are now in interim effect and will need to be ratified by the legislature this upcoming session.

Increased Reimbursement for Safety Footwear

  • Applies to all MAPE employees who are required to wear safety footwear to perform their jobs duties
  • Reimbursement is increased from $125 to $175 each for 24 months of safety footwear; policy is subject to HR/LR Policy #1410, Safety Footwear Reimbursement

Expanded Use of Sick Leave MOU

  • Permits an employee to use sick leave to care for their children who may not be sick, but are unable to attend school or daycare due to COVID exposure

Department of Corrections Overtime and Shift Differential

  • Employees who voluntarily work an Employer approved and designated Federal Labor Standard Act (FLSA) non-exempt overtime assignment, shall be compensated at the rate of time and one-half of the employee’s regular hourly rate for all hours worked during the FLSA non-exempt assignment.
  • Employees working a FLSA non-exempt overtime assignment shall receive a shift differential of sixty-five cents ($0.65) for all hours worked before 6:00 A.M. and after 7:00 P.M. Such shift differential shall be in addition to the employee's regular rate of pay and shall be included in all payroll calculation.

Department of Corrections Facility Staffing Recruitment and Retention

  • At their discretion, DOC may establish an incentive program to help hire, refer, retain, or reassign employees into MAPE positions to address staffing shortages
  • Incentives may not be valued over $10,000
  • Final incentive program is subject to MMB approval

Department of Human Services Direct Care and Treatment Staffing Recruitment and Retention

  • Similar to the DOC MOU, DHS/DCT may establish an incentive program to help hire, refer, retain, or reassign employees into MAPE positions to address staffing shortages
  • Incentives may not be valued over $10,000
  • Final incentive program is subject to MMB approval