Join an ERG

Coordinated and supported by MMB, an Enterprise ERG is a collective of employees who meet routinely (e.g., a minimum of four times per year) to support and learn from each other. Enterprise ERGs provide an opportunity for different identity groups to come together and connect about workplace issues. Enterprise ERGs exist to achieve the following business purposes:

Provide a sense of community for employees through meetings and events
Encourage cross-agency relationship building and collaboration for a supportive work environment through meetings, trainings, and events
Offer employees an opportunity to feel heard and valued through conversations, discussions, and other activities
Contribute to creating a sense of belonging by creating a cohesive network of employees working towards the broader goal of an inclusive workplace

Participating in an Employee Resource Group

Questions that respond to situations regarding time, pay, approval, exempt/non-exempt employees, and participation.

Can I form and/or participate in Enterprise ERGs if I am a new employee in a probationary period?

Yes, new employees are eligible to participate in and apply to form an Enterprise ERGs during the probationary period. Enterprise ERGs are platforms meant to support and advance employee recruitment, engagement, and retention objectives. Therefore, new employees should use these resources as a means to network and build relationships across the enterprise for professional development.
How many Enterprise Employee Resource Groups can I be involved in?

Employees are expected to prioritize their job responsibilities; it is expected that employees will use good judgment as it relates to the ability to meet work commitments /deadlines. Employees in leadership roles should limit their involvement to the single group they are serving due to expected time commitment and responsibilities. If an employee is interested in participating in more than one ERG, the employee must consult with their supervisor for the parameters. See Bylaws Article 9: Employee Participation.
My supervisor has denied my request to form and/or participate in an Enterprise ERG. I am not on an oral or written performance improvement plan, and I have not received prior discipline. What can I do to rally my supervisor’s support at this time?

Employees can access resources at Minnesota Extranet website. If the employee is unable to access this website contact the Enterprise Engagement and Retention Specialist for further assistance. These resources are meant to help employees and supervisors understand the advantages of participating in an Enterprise ERG both in a leadership and non-leadership role.

Employees must have supervisor approval to serve in any leadership capacity since the employee is expected to dedicate additional time to the work of the Enterprise ERG.

Unless required to be physically present in the workplace during specific time periods (e.g., those working shifts at a correctional facility or at a residential or state hospital; those in a public-facing, customer service role when no other staff would be available to cover an absence), supervisors should generally permit employees to attend ERG events. Employees should consult with their supervisor for approval to form and/or participate in an Enterprise ERG. If the employee is unable to secure the support of the supervisor after discussing their request with their supervisor and accessing these resources, they should contact their agency’s Human Resource department for further guidance.
Do I get paid if I attend an Enterprise ERG event Outside of my normal working hours?

No. ERG activities that occur outside of normal work hours are unpaid, unless the employee is non-exempt and is assigned by their manager to attend the activity as a work assignment or attendance is otherwise directly related to the employee’s normal job duties. If a non-exempt employee is assigned by their manager to attend the activity, managers/supervisors are encouraged to allow the participating non-exempt employee the opportunity to balance hours within their workweek to avoid overtime in accordance with the employee’s applicable CBA.
I supervise an exempt employee who wants to participate in an ERG-sponsored event that begins at 3 p.m. and ends at 8 p.m.; their normal workday ends at 5 p.m. Do I need to pay the employee for the additional three hours that they spend at the event?
Do I get paid while attending an ERG event as an EXEMPT employee?

ERG Event falls inside of your work hours

This is not considered paid work time. An exempt employee is not required to be paid additional compensation for attending an ERG event during their normail work hours.

ERG Event falls outside of your work hours

If the ERG event is directly related to a non-exempt employee’s job duties, you should be paid for the entire event. Supervisors should consider permitting this employee to balance hours within their workweek to avoid any overtime obligation. If the ERG event is not directly related to the employee’s job duties, and you have not assigned been assigned to attend the event as a work assignment, the hours that extend after your normal workday will be unpaid.
I supervise an employee who wants to participate in a Statewide ERG-sponsored charitable activity that occurs during the employee’s normal workday. Is the employees participation paid work time?

No, these types of activities are never paid, even if they occur during the normal workday. However, the employee may use accumulated paid vacation or compensatory time to attend the activity if it occurs during the normal workday. You have the discretion to decide whether the employee may attend this activity during normal work hours.