Stevens County ratifies law‑enforcement unit contract and updates county sick‑leave policy to reflect ESST and paid FML changes

The Stevens County Board of Commissioners ratified a two‑year contract for the law‑enforcement bargaining unit and approved county policy updates to conform with state changes to employer sick‑and‑safe time (ESST) and the new paid family‑medical leave (paid FML) law.

Contract and pay terms

County staff presented a negotiated two‑year agreement covering 2025 and 2026. For 2025 the parties agreed to a 3% wage increase; for 2026 the contract provides 2% adjustments (presented in the meeting record as 2% increases timed in 2026). The agreement also includes modest increases in employer health insurance contributions tied to plan tiers (staff presented added dollar amounts for single and family plans).

Paid FML premium and insurance

The contract incorporates statutory language for Minnesota paid FML and specifies that the employer and employee will split the paid‑FML premium on a 50/50 basis, with payroll deductions used for the employee portion. Staff told the board the new premium will be paid into a state program via a new state agency; the county will remit its share as an employer premium. Staff said details and formal rules from the state were not yet published, and that the contract allocates the premium on a shared basis pending rulemaking.

ESST and usage limits for public safety employees

The contract and parallel policy updates incorporate ESST statutory language. County staff explained that employees covered by this law enforcement unit may not use ESST protections for employer closures due to weather or other public emergencies when their positions are essential. The board heard that negotiated contract language protects work requirements for essential public safety roles while extending other ESST uses consistent with statute.

Other provisions

The contract also reflects an existing memorandum of understanding on Juneteenth as a paid holiday and contains a provision allowing employees to donate limited amounts of accrued leave to coworkers in need. A clause covering on‑duty pay differentials, worker‑comp/paid time coordination, and optional voluntary insurance offerings also appears in the agreement as negotiated.

Board action

A commissioner moved and a second was recorded; the board approved the contract and the related policy changes by voice vote. The board also approved a separate motion to adopt updated county sick‑leave policy language that aligns county practice with the statutory ESST changes effective Jan. 1, 2025.

Why it matters: the contract sets pay and benefits for law‑enforcement employees, clarifies ESST application for essential employees and allocates paid‑FML premium costs between employers and employees ahead of full state rules. County staff said some implementation questions remain pending state rulemaking.

Ending: County staff said they will monitor state rulemaking on paid FML and report back as details become available.