Jim Poissant

Jim Poissant

aevs logoAffiliated Emergency Veterinary Service (AEVS) has provided urgent, emergency, and critical care services in support of referring veterinary hospitals and their surrounding communities since 1979. Owned and operated by practicing veterinarians of the local community, AEVS functions as an extended resource by providing high quality care and outstanding customer service for dogs, cats, and small mammals.

apache animal hospitalApache Animal Hospital has been serving the needs of pets and their owners since 1974! Located in Northeast Minneapolis between 35W and Stinson Boulevard, we are convenient to animal owners in New Brighton, Roseville, Columbia Heights, St. Anthony and Fridley. Our veterinary clinic is run by Dr.Terry Rapacz, who has been practicing veterinary medicine since 1969.

The team at Apache Animal Hospital believes that communication and education are the foundation for successful veterinary care. The doctors and staff stay on top of the latest advances in veterinary technology and above all, we remember that all pets need to be treated with loving care during every check-up, procedure or surgery.

I 9 image

USCIS released a revised version of Form I-9, Employment Eligibility Verification, on July 17. Download instructions are available on the Form I-9 page. Employers can use this revised version or continue using Form I-9 with a revision date of 11/14/16 N through September 17. On September 18, employers must use the revised form with a revision date of 07/17/17 N. Employers must continue following existing storage and retention rules for any previously completed Form I-9.

For more information, including what has changed, please visit: https://www.uscis.gov/i-9-central/whats-new.

© USCIS

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On Tuesday, May 30th, 2017 Governor Dayton vetoed the bill that would have preempted local ordinances in Minneapolis and Saint Paul requiring paid sick and safe leave to employees (Senate File 3).

Your practice is affected by these ordinances if:
  1. You have at least one employee working within the limits of the city of Minneapolis. This includes mobile, housecall or specialty practices providing services only occasionally within the Minneapolis city limits.
  2. Your practice is physically located within the limits of the city of Saint Paul and has at least one employee.
The details of both the Minneapolis and St. Paul ordinances are outlined below, but there are really only two things you must do:
  1. Review your existing policies and make sure they comply with the minimums required.
  2. Post the informational poster (once available) and update your employee handbook.

For practices with at least one employee working within the limits of the City of Minneapolis:

Effective Date: July 1st, 2017

Employers Affected:

  • Employers with six [6] or more employees are required to provide paid sick leave.
  • Employers with fewer than six [6] employees are required to provide unpaid sick leave.
  • Employers are not required to pay out accrued sick leave upon termination, but must restore any unused balance to employees rehired within 90 days of termination.
Employees Affected:
  • All employees working at least 80 hours in one calendar year on a Full-Time, Part-Time or Temporary basis.
Accrual Requirements:
  • Minimum of one [1] hour of sick time is earned for every thirty [30] hours worked.
  • You must allow any unused time to roll over to the successive year.
  • You may cap accrual at a maximum of forty-eight [48] hours per calendar year and eighty [80] hours over multiple years.
  • Accrual must begin immediately upon start of work, but you may deny or restrict use for the first 90 days of employment.
  • Time must be paid at the employee’s standard hourly rate or an equivalent rate for salaried employees.
  • Any accrued but unused sick leave must carry over for the employee in the event of a practice sale.
Employee Access to Time:          
  • Employees have broad discretion in using their sick and safe time.
  • They may use it for personal mental and physical illness, injury, conditions, diagnostic or preventative care.
  • They may use it for family members’ mental and physical illness, injury, conditions, diagnostic or preventative care.
  • They may use it to provide or receive assistance because of sexual assault, domestic abuse or stalking.
  • They may use it to care for a family member whose school or care facility has been closed due to weather or other unanticipated closing.
  • They may use it in increments consistent with industry and employer standards, but such increments should not be more than four hours.
Employer Rights:             
  • You have the right to request documentation of an illness or absence that lasts longer than three [3] days.
  • You have the right to require up to seven [7] days advance notice when the use of this time is expected (planned procedure, known school closing, et al).
Exceptions:       
  • New businesses may provide unpaid sick leave during the first year, regardless of number of employees.
  • Employers with paid leave policies that meets or exceeds the benefits laid out in the ordinance are not required to provide additional sick time.
Employer Duties:            
  • You must display a poster from the Minneapolis Dept. of Civil Rights in a conspicuous place in English and any other language that 5% or more of your employees speak.
  • Your employee handbook must be updated to include a notice of employee rights under this ordinance.
  • You must maintain records for each employee showing accrued and used sick leave and retain them for a minimum of three [3] years beyond the current calendar year.
  • You must make these reports available for inspection by Minneapolis Dept. of Civil Rights employees.
  • Upon employee request, you must provide information stating the employee’s amount of available sick leave as well as used sick leave.
Enforcement:
  • Employees are protected from employer retaliation under the Ordinance.
  • Minneapolis Dept. of Civil Rights will investigate potential violations upon receiving a complaint or having reason to believe a violation has occurred. They will serve notice of investigation, request a statement of position and may request records.
  • Upon violation, the Department may order reinstatement, back pay, credit or payment of sick time and administrative fines.
  • A first offence between July 1st, 2017 and June 30th, 2018 will not incur a financial penalty other than repayment of any leave determined to be owed to the worker.
  • Successive offences or offences occurring after June 30th, 2018 may result in fines and penalties including but not limited to:
    • Reinstatement and back pay
    • Payment of any sick and safe time unlawfully withheld, plus an addition payment to the employee equal to the dollar value of the amount withheld multiplied by two [2] or $250.00, whichever is greater.
    • A one thousand five hundred dollar ($1,500.00) administrative penalty paid to the employee for each violation.
    • Administrative fines paid to the city of up to fifty dollars ($50.00) for each day a violation has continued after written notice of violation.
  • Employers that wish to appeal a determination must do so in writing within the first twenty-one [21] days after service of the determination.

For practices physically located in Saint Paul and with at least one [1] employee:

Effective Date:

  • July 1st, 2017 for employers with twenty-four [24] or more employees
  • July 1st, 2018 for employers with fewer than twenty-four [24] employees
Employers Affected:      
  • All employers physically located in the city of Saint Paul, regardless of number of employees.
Employees Affected:    
  • All employees working at least 80 hours in one calendar year on a Full-Time, Part-Time or Temporary basis.
Accrual Requirements:
  • Minimum of one [1] hour of sick time is earned for every thirty [30] hours worked.
  • You must allow any unused time to roll over to the successive year.
  • You may cap accrual at a maximum of forty-eight [48] hours per calendar year and eighty [80] hours over multiple years.
  • Accrual must begin immediately upon start of work, but you may deny or restrict use during the first 90 days of employment.
  • Time must be paid at the employee’s standard hourly rate or an equivalent rate for salaried employees.
  • Any accrued but unused sick leave must carry over for the employee in the event of a practice sale.
Employee Access to Time:          
  • Employees have wide discretion in using their sick and safe time.
  • They may use it for personal mental and physical illness, injury, conditions, diagnostic or preventative care.
  • They may use it for family members’ mental and physical illness, injury, conditions, diagnostic or preventative care.
  • They may use it to provide or receive assistance because of sexual assault, domestic abuse or stalking.
  • They may use it to care for a family member whose school or care facility has been closed due to weather or other unanticipated closing.
  • They may use it in increments consistent with industry and employer standards, but such increments should not be more than four hours.
Employer Rights:             
  • You have the right to request documentation of an illness or absence that lasts longer than three [3] days.
  • You have the right to require up to seven [7] days advance notice when the use of this time is expected (planned procedure, known school closing, et al).
Exceptions:       
  • New businesses may provide unpaid sick leave over the first six months after hiring their first employee, regardless of number of employees.
  • Employers with paid leave policies that meets or exceeds the benefits laid out in the ordinance are not required to provide additional sick time.
Employer Duties:            
  • You must give notice to employees that:
    • They are entitled to sick and safe leave, including amounts and terms
    • That employer retaliation is prohibited
    • That employees may file a complaint
  • You may display a poster from the Saint Paul Dept. of Human Rights and Equal Economic Opportunity.
  • Your employee handbook must be updated to include a notice of employee rights under this ordinance.
  • You must maintain records for each employee showing accrued and used sick leave and retain them for a minimum of three [3] years beyond the current calendar year.
  • You must make these reports available for inspection by Saint Paul Dept. of Human Rights and Equal Economic Opportunity employees.
  • Upon employee request, you must provide information stating the employee’s amount of available sick leave as well as used sick leave.
Enforcement:
  • Employees are protected from employer retaliation under the Ordinance.
  • Saint Paul Dept. of Human Rights and Equal Economic Opportunity will investigate potential violations upon receiving a complaint or having reason to believe a violation has occurred. They will serve notice of investigation, request a statement of position and may request records.
  • Upon violation, the Department may order reinstatement, back pay, credit or payment of sick time and administrative fines.
  • Violations may result in fines and penalties including but not limited to:
    • Reinstatement and back pay
    • Payment of any sick and safe time unlawfully withheld, plus an addition payment to the employee equal to the dollar value of the amount withheld multiplied by two [2] or $250.00, whichever is greater.
    • All of the above and an administrative fine of up to one thousand dollars ($1,000.00) paid to the city.
    • All of the above and an administrative fine equal to ten [10] percent of the total amount of unpaid wages or one thousand dollars ($1,000.00), whichever is greater, paid to the city.
    • An administrative fine of up to one thousand dollars ($1,000.00) paid to the Employee for each violation.
    • An administrative fine of up to one thousand dollars ($1,000.00) paid to the City for each violation.
  • Employers that wish to appeal a determination must do so in writing within the first twenty-one [21] days after service of the determination.

If you are a practice affected by these new ordinances, you may be looking for help. Contact VHA Business Services today! We will work onsite at your practice and:

  • Assist you in updating your existing time off policy to meet compliance
  • Draft an updated amendment for your employee handbook
  • Provide you with required tracking and reporting materials1
  • Notify all employees of their new rights
  • Manage all regulated postings
  • Train you and/or your manager[s] on complying with the new ordinance

1 - If you are a current VHA Business Services Payroll client, be aware that a tracking report of all accrued, used and remaining Sick and Safe Time for all employees will be included with your payroll reports beginning July 1st, 2017.


These ordinances create many new obligations for employers, not limited to those mentioned here. This information below is not intended to represent legal advice. If you have specific questions regarding the new Sick and Safe Leave ordinance[s], you are advised to discuss them with your attorney. Information here presented is subject to change without notice.

south hyland

Are you a CVT looking for your perfect practice home? Here it is! South Hyland Pet Hospital is dedicated to serving people and pets with caring hearts and caring hands.

owatonnaFor over 40 years, Owatonna Veterinary Hospital has been helping animals in the area feel better and live healthier. Under new ownership since 2016, our clinic has grown rapidly and we need to add a full-time associate DVM to our staff as quickly as possible. Our practice success has been centered on building client relationships, education and respect. We have a fun, friendly and drama-free workplace that strives to meet client needs while offering top-notch patient care. We offer an excellent starting salary and comprehensive benefits package. Experienced Veterinarians and new graduates with an ambitious, hard-working mindset are encouraged to apply today.

lindstromIf you are an experienced manager that understands the difference between being a “Leader” and being a “Boss”, then we want to talk to YOU! Our dedicated team of medical professionals provides advanced surgical and medical care to companion animals from all around the area and we need a focused problem solver to handle the human resource, marketing and financial demands of our growing practice. Our ideal candidate will be an organized, positive, open communicator that brings solutions.  If you are ready to join a fun and dynamic hospital team with the challenges of sustaining and managing growth, please visit our online application to apply! 

minnetonka ahLead Certified Veterinary Technician to join our great team at Minnetonka Animal Hospital - Our AAHA & Gold Level Feline Friendly clinic practices conventional, western & integrated medicine including acupuncture, chiropractic & herbal therapy. CVT must be proficient in anesthesia monitoring, surgery, lab, dentistry, radiology, and inventory management. CVT must strive for excellence in patient care and client communication. Weekends required. Management/Lead tech experience preferred

mn valley vetWe are a mixed animal practice, providing veterinary services and products for cats, dogs, and large animal of mostly equine and food animal. Very little dairy or pigs.

apache animalApache Animal Hospital is proud to serve the Minneapolis MN area for everything pet related.  Our veterinary clinic and animal hospital is run by Dr. Terry Rapacz, who has been practicing veterinary medicine since 1969.

Our team is committed to educating our clients on how to keep your pets healthy. The doctors and staff of Apache Animal Hospital stay on top of the latest advances in veterinary technology and above all, remember that all pets need to be treated with loving care in every check-up, procedure, or surgery.

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