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Douglas County adopts state-mandated paid family leave policy after heated exchange
Summary
Douglas County commissioners voted to adopt a county policy to comply with the new Minnesota paid family leave law effective Jan. 1, 2026, after a pointed exchange in which the board chair called the mandate “absolutely ridiculous.” One commissioner voted against the policy.
Douglas County commissioners voted Nov. 18 to adopt a county policy to comply with Minnesota’s new paid family leave law, which the county coordinator said will take effect Jan. 1, 2026, and must be distributed to employees and posted by Dec. 1.
The county coordinator told the board the policy follows the statute cited in the transcript as “statute 268B” and described the leave: an additional 12 weeks of medical leave for employees, up to 12 additional weeks of family leave, and a maximum of 20 weeks total; wage replacement can reach up to 90% in some circumstances. The coordinator said the county will use the state plan rather than a private plan and that both employers and employees will share premiums.
The discussion was contentious. The chair said, “I think this is absolutely ridiculous that we're being forced to do something like this here,” criticizing the mandate and its operational effects on employers. Other commissioners raised concerns about overlapping leave types and the potential need for additional staffing. Board members asked whether employees can opt out; the coordinator said the program is universal and that employees would still see the payroll deduction even if they do not apply for benefits.
A motion to adopt the policy passed; roll-call on the motion recorded at the meeting shows one "No" vote and the motion carried. The county coordinator said staff will distribute the policy and an informational poster to employees before the end of the month and require employees to acknowledge receipt electronically.
Why it matters: The county is updating internal personnel policies to comply with a new state requirement that expands leave protections and creates a shared-premium program. Locally, commissioners expressed concern about the mandate’s cost and administrative impact, even as staff emphasized the county’s limited choice but obligation to implement the state law.
Next steps: County staff will publish the updated policy and the required notice to employees by Dec. 1 and implement the payroll deduction and enrollment processes so the policy is in effect Jan. 1, 2026.
