SIOUX FALLS, S.D. (KELO) — Sioux Falls-based Sanford Health has agreed to pay back wages and damages to a former employee; the Minnesota Department of Labor and Industry (DLI) says the health care system denied this employee the 12 weeks of parental leave to which she was entitled and fired her.
Sanford disputes what the department discovered.
DLI says after an unnamed pregnant employee requested six weeks of leave, Sanford eventually approved a period of leave lasting about six-and-a-half weeks, requiring her to be back on Jan. 24, 2024.
Legal documents detailing the state’s findings say requests from the employee to increase her leave stayed unapproved “pending the submittal of additional documentation.”
The state also says that after Sanford asked the employee if she would return after those six-and-a-half weeks, the employee responded she would take more than that, eventually informing the health system she planned to take all 12 weeks allowed under Minnesota law.
Per the state’s findings, Sanford sent a letter to the employee which said in part “No other leaves were issued due to lack of documentation supporting the request,” and the employee was fired on Feb. 21, 2024, before her 12 weeks would have expired.
In the end, the state argues Sanford Health violated the law in three ways: for failing to give the employee her 12 weeks of leave, firing her after she affirmed that right and also for forcing her to work fewer hours before the leave she was granted began.
And while this legal document, a consent order signed by a representative from both Sanford Health and the Minnesota Department of Labor and Industry, says the order doesn’t admit any wrongdoing, the health system had to pay the former employee back wages and damages. Furthermore, Sanford had to pay the state of Minnesota $40,000 in civil penalties.
KELOLAND News reached out to Sanford Health for comment, and received the following statement:
“At Sanford Health, our employees are our most valuable asset, and we do everything we can to ensure a positive workplace culture where our team members feel appreciated, heard and supported. We have fully cooperated with the Minnesota Department of Labor and Industry’s investigation regarding one specific leave of absence and accommodation, and while we disagree with the Department’s findings, we wish to focus our efforts on continually seeking to improve our employees’ work experience. To that end, we have worked with our third-party leave administrator to ensure proper leave processing and will be implementing additional training. We have a long track record of investing in our people and their well-being and continue to make that a top priority.”
