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HF 823

Moose Lake; Minnesota Sex Offender Program facility public safety costs funding provided, and money appropriated.

2025-2026 Regular Session Introduced by Jeff Dotseth

Provides Minnesota veterans with unpaid leave to attend county veterans affairs appointments, requires advance notice, and bars denial or retaliation for using it.

Introduction and first reading, referred to Public Safety Finance and Policy
#citiesandtowns-specific #correctionsandcorrectionsdepartment #publicsafetydepartment
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Bill Summary · HF 823

Summary of HF 823 (Moose Lake; Minnesota Sex Offender Program facility public safety costs funding provided, and money appropriated)

Note: The bill text provided appears to focus on unpaid leave for veterans to attend county veteran affairs appointments and references enforcement through the Iowa Civil Rights Office, which is unusual for a Minnesota bill. The summary below reflects the introduced provisions as written, with clarifications where applicable.

Bill at a glance

  • Bill number: HF 823
  • Title (as introduced): Moose Lake; Minnesota Sex Offender Program facility public safety costs funding provided, and money appropriated
  • Primary sponsor: SORENSEN
  • Committee: Public Safety Finance and Policy (introduced and first reading), later referred to Veterans Affairs
  • Introduced: March 6, 2025
  • Companion bill: SF 1291
  • Status: Introduction and first reading; referred to Veterans Affairs and previously to Public Safety Finance and Policy

Purpose and intent

HF 823, in its introduction, creates a framework that would grant veterans unpaid leave to attend appointments with county commissions of veteran affairs and provides protection against denial or retaliation by employers. The explanatory text emphasizes ensuring veterans can fulfill obligations related to veteran affairs appointments without facing adverse employment actions, provided proper notice is given.

Key provisions and changes

  • Section 1: New Section 35.4 – Employee unpaid leave for veterans

    • An employee who is a veteran is entitled to unpaid leave to attend an appointment with a county commission of veteran affairs.
    • Notice requirements: Written request for leave must be given at least five calendar days in advance of the requested leave. In emergency situations, up to 24 hours’ notice is permitted.
    • Complaint mechanism: If an employer denies a timely request without a good-faith reason or retaliates against the veteran for using unpaid leave, the veteran may file a complaint with the Iowa Office of Civil Rights (per proposed cross-reference to section 216.15).

  • Section 2: Amendment to Section 216.6, subsection 1 (Code 2025) – New Paragraph e

    • Prohibits an employer from denying unpaid leave to a veteran for attending a county commission of veteran affairs appointment, or retaliating against an employee for taking such unpaid leave, when proper notice was provided and the leave is not denied for a good-faith reason.

  • Explanation (as included in the introduced text)

    • Summarizes that the bill provides unpaid leave rights for veterans to attend county veteran affairs appointments and outlines notice, denial, and retaliation protections.

Who would be affected

  • Veterans (as defined in section 35.1) who are Minnesota employees and wish to attend appointments with county commissions of veteran affairs.
  • Employers (both private and, by implication, public employers) who would need to grant unpaid leave and avoid retaliatory actions, provided proper notice was given.

Procedural and timeline aspects

  • Introduction and first reading occurred on March 6, 2025; previously listed as introduced on February 17, 2025 with referral to Public Safety Finance and Policy, then to Veterans Affairs.
  • The bill is part of the standard legislative process and would need passage by both chambers and signature to become law.
  • Related bill SF 1291 exists as a companion measure.

Potential impact and considerations

  • Benefits for veterans needing access to county veteran affairs services, reducing barriers due to employment actions.
  • Employers would incur administrative considerations to grant unpaid leave and track notices.
  • Enforcement pathway described via the Iowa Civil Rights Office appears atypical for Minnesota legislation and may indicate a drafting inconsistency or cross-border reference; clarification would be needed in committee.
  • The text does not specify duration limits, frequency, or interaction with existing paid leave policies.

If you’d like, I can compare HF 823 to its companion SF 1291 or provide a side-by-side section-by-section analysis.

Compiled from official sources — confirm details with the bill’s official record.

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