[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-detail-164946-en":3,"doc-seo-164946-105":30,"detail-sidebar-cat-1-en-105":89},{"code":4,"msg":5,"data":6},0,"success",{"doc_id":7,"user_id":8,"nickname":9,"user_avatar":10,"doc_module":11,"category_id":12,"category_name":13,"doc_title":14,"doc_description":15,"doc_content":16,"file_id":17,"file_url":18,"file_type":19,"file_size":20,"view_count":4,"is_deleted":4,"is_public":11,"is_downloadable":11,"audit_status":11,"page_count":21,"language":22,"language_code":23,"site_id":24,"html_lang":23,"table_of_contents":25,"faqs":26,"seo_title":27,"seo_description":15,"update_tm":28,"read_time":29},164946,8796096645457,"Arica Lee","https://ap-avatar.wpscdn.com/avatar/800003749518d68ffe3?x-image-process=image/resize,m_fixed,w_180,h_180&k=1779345340919836971",1,18,"Letters","Sample notice to employees - Seasonal hospitality employment designation - Paid Leave","This employee notice template explains Minnesota Paid Leave rules for workers employed under a seasonal hospitality employment designation approved for an employer. It details when employees must receive the notice, key designation requirements (hospitality industry work, seasonal employer status, and a 150-day limit within a 52-week period), and how Paid Leave eligibility changes when the limit is exceeded or circumstances change. It also outlines protections, reinstatement rules, non-retaliation expectations, and guidance for filing a claim or appeal, including contact and website resources.","Sample notice to employees: Seasonal hospitality employment designation\nThis template is provided by Minnesota Paid Leave for employer use. Please note:\nThis template is provided by Minnesota Paid Leave for employers who have been approved for seasonal hospitality employment designation. It is used to notify employees whose work falls under this designation.\nThis notice must be provided to employees at the time a job offer is made, or by December 1, 2025, for those already employed prior to designation.\nThis notice is provided in Word format for your convenience – for easier completion of fillable fields, minor formatting changes (such as the addition of a company logo), or additions about company-specific policies.\nYou may adapt this document to fit your company’s needs, but you must provide it in writing to each employee affected.\nYou must notify Paid Leave within 5 business days if an employee working under a seasonal hospitality employment designation no longer meets the criteria for this designation.\nModifying this sample notice\nEmployers are responsible for any changes they make to these forms. Paid Leave is not responsible for modifications made to these forms and cannot guarantee that a form that has been modified from this original version will be meet program requirements.\nLast updated: October 21, 2025\n\u000fMinnesota Paid Leave\nYour employer has been approved for a seasonal hospitality employment designation under Paid Leave. This notice explains what that means for you and your employer, and the protections available to you. Under this designation:\nYou and your employer will not pay Paid Leave premiums for your work.\nYou cannot take Paid Leave from this designated position.\nSeasonal hospitality employment designation notice\nWhat are the requirements for a seasonal hospitality employment designation?\nEmployers can request to designate seasonal hospitality employment under Paid Leave. To designate seasonal hospitality employment:\nYour work must be in the hospitality industry, as defined by state law.\nYour employer must be a seasonal employer, as defined by state law.\nYou must work no more than 150 days in the position within a 52-week period.\nWhen could I take Paid Leave?\nWhile you are working in a designated seasonal hospitality employment position, you cannot take Paid Leave from that job.\nBut you may be able to take Paid Leave if:\nYou end up working more than 150 days in your position. This would mean your position no longer qualifies for a seasonal hospitality employment designation.\nAfter the seasonal employment designation period ends, you are rehired by the same employer into a position that is not covered by this designation.\nYou work other jobs throughout the year and earn enough from those other jobs ($3,900 for the start of Paid Leave in 2026) to qualify for Paid Leave payments.\nHow are the 150 days counted?\nThe 150-day limit begins on the day your job starts and counts all calendar days you are employed.\nIt applies to any consecutive 52-week period, not just a calendar year.\nIf your employment exceeds 150 days in that period:\nYou may become eligible for Paid Leave.\nYour employer must notify Paid Leave within 5 business days.\nEmployment protections\nGenerally, workers must be restored to their job or an equivalent position when returning from Paid Leave, if they have worked at their job for at least 90 days. These job protections do not apply while you are working under a seasonal hospitality employment designation.\nEmployers must not interfere with or retaliate against you if you apply for Paid Leave. These protections apply even if you are currently working in a designated seasonal hospitality position.\nYou may have additional protections under other state or federal laws, such as the Family and Medical Leave Act (FMLA).\nIf you think your employer is violating employment protections, contact the Labor Standards Division at the Minnesota Department of Labor and Industry.\nFiling a claim or appeal\nIf you need le","cbCaiiPpFTJa30Zj","https://ap.wps.com/l/cbCaiiPpFTJa30Zj","docx",165826,4,"English","en",105,"# Seasonal hospitality employment designation notice\n## Requirements\n## When could I take Paid Leave?\n## How are the 150 days counted?\n## Employment protections\n## Filing a claim or appeal\n## Learn more","[{\"question\":\"When must this notice be given to employees?\",\"answer\":\"Provide the notice when a job offer is made, or by December 1, 2025, for employees already working before the designation.\"},{\"question\":\"What requirements determine a seasonal hospitality employment designation?\",\"answer\":\"The work must be in the hospitality industry, the employer must be a seasonal employer, and the employee must work no more than 150 days in the position within a 52-week period.\"},{\"question\":\"Can employees take Paid Leave while working under the designation?\",\"answer\":\"Generally, employees cannot take Paid Leave from a designated seasonal hospitality position. 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