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Terms of Employment: pay, how, PTO
Summary of state requirements: All employers must provide each employee with written notice of their terms of employment, including rates of pay, PTO, employee status, and number of days in a pay period. Notice must be signed by the employee and kept on file by the employer.
Related information:
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Citations:
- Minnesota Statutes 181.032(d)&(e)
Employee Notice Law
Summary of state requirements: All employers must provide each employee with written notice of their terms of employment, including rates of pay, PTO, employee status, and the number of days in a pay period. Notice must be signed by the employee and kept on file by the employer.
Related information:
- N/A
Citations:
- Minnesota Statutes 181.032(d)&(e)
Wage Theft Law
Summary of state requirements: Employers must provide each employee with a written notice about the employee's status and terms of employment, including wages, hours, and benefits upon hiring. Employers who provide employees with an employee handbook must provide each employee with any written changes to the information contained in the written notice required by Minnesota Statute 181.032(d).
Related information:
Citations:
- Minnesota Statutes 181.032(d)
Earned sick and safe time
Summary of state requirements: Sick and safe time is paid leave that all employers must provide to employees in Minnesota that can be used for certain reasons, including when an employee is sick, when an employee needs to care for a sick family member, or when an employee needs to seek assistance if an employee or their family member has experienced domestic abuse.
Related information:
Citations:
- Minnesota Statutes 181.9413
Nursing mothers, lactating employees, and pregnancy accommodations
Summary of state requirements: Minnesota’s Nursing Mothers, Lactating Employees, and Pregnancy Accommodations law (Minnesota Statutes 181.939) gives pregnant and lactating employees certain legal rights. Benefits extend to pregnant employees, nursing mothers, and lactating employees. Employers must provide notice upon hire and during a qualifying event in English or the primary language of the employee.
Related information:
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Citations:
- Minnesota Statutes 181.939
Recruited migrant agricultural worker employment statement
Summary of state requirements: At the time migrant workers are recruited, employers must provide workers with a written employment statement (in English and Spanish), clearly disclosing the following information:
- The date and place the written statement was provided;
- The name and permanent address of your employer, your recruiter, and yourself;
- The date you are expected to arrive at your place of employment;
- The date your employment is set to begin, as well as the approximate hours of your employment and the minimum period of time your employment will last;
- The crops and operations for which you will be employed;
- The wage rates you will be paid,
- The payment terms (you must be paid at least every two weeks), and any deductions that will be made from your wages;
- Whether housing will be provided to you.
Related information:
- N/A
Citations:
- Minnesota Statutes 181.87
Packinghouse Workers Bill of Rights
Summary of state requirements: The Minnesota Packinghouse Workers Bill of Rights states that employers must:
- Furnish its employees with equipment to safely perform their jobs under occupational safety and health standards; and
- Provide an explanation in an employee's native language about the employee's rights and duties as an employee either in person or through written materials that include a description of the:
- Employee's salary and benefits plans,
- Employee's job position,
- Company's leave policies,
- Company's work hours and work-hour policy, and
- Occupational hazards known to exist for the position.
The explanation must also include information about the following employee rights as protected by state or federal law and a description of where additional information about those rights may be obtained: 1. the right to organize and bargain collectively and refrain from organizing and bargaining collectively; 2. the right to a safe workplace; and 3. the right to be free from discrimination.
Related information:
- N/A
Citations:
- Minnesota Statutes 179.86
Recruited meatpacking and poultry processing
Summary of state requirements: All employers who recruit meatpacking and poultry processing workers must provide this disclosure to workers at the time they are recruited. The disclosure must be provided in English and Spanish, or English and the worker’s preferred language if that is not English or Spanish.
Related information:
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Citations:
- Amendments to Packinghouse Workers Bill of Rights, Minnesota Statutes 179.86
Bloomington Earned Sick and Safe Leave Notice
Summary of city requirements: The Bloomington, MN Earned Sick and Safe Leave ordinance is a law in Bloomington that establishes minimum standards for employers to provide paid and unpaid time off work for certain types of employees that work in Bloomington. Employers include any individual, corporation, partnership, association, nonprofit organization, or group of people within the Bloomington City limits. The notice is provided upon hire in the employee handbook.
Related information:
- N/A
Citations:
- Bloomington city code, Chapter 23, 23.09
St. Paul Minimum Wage
Summary of city requirements: Employers that provide employee handbooks must include in the handbook the notice of employee's rights and remedies, including:
- That employees are entitled to payment of minimum wage in St. Paul; and
- That each employee has a right to report a violation of this requirement if payment of minimum wage is denied by the employer, the employee is retaliated against for requesting payment of minimum wage, or the employee is retaliated against for reporting a violation of minimum wage payment.
Related information:
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Citations:
- St. Paul Code of Ordinances 244.08(d)
St. Paul Sick and Safe Time
Summary of city requirements: Employers that provide employee handbooks to employees must include in the handbook notice of employee rights and remedies, including:
- Employees are entitled to earned sick and safe time,
- The amount of earned sick and safe time and terms of its use,
- That retaliation against employees who request or use earned sick and safe time is prohibited,
- That each employee has the right to file a complaint or bring a civil action if earned sick and safe time is denied by the employer or the employer is retaliated against for requesting or taking earned sick and safe time.
Related information:
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Citations:
- St. Paul Code of Ordinances 233.07(d)
Minneapolis: Wage Theft
Summary of city requirements: Employers in Minneapolis must provide employees with a written notice upon hiring that contains all information required by Minnesota Statute 181.032(d). On the date employment begins, a notice of the employee's rights under the sick and safe time ordinance, a statement that sharing gratuities is voluntary (if applicable to the position), and the overtime policy (if applicable to the position) must also be provided in English or any language requested by the employee.
The written notice may provide the information by explicit reference to an employee handbook, collective bargaining agreement, or similar document if employers direct employees to the specific sections of the document that contain the information.
Employers must provide employees with any written changes to the information in the notice required by Minneapolis Code of Ordinance 40.540(a) before the changes take effect. Employees must sign the changes before the changes go into effect, unless the change is an increase in wages, and the employees have been informed of the change in advance, in which case their signatures are not required.
Employers must provide employees a copy of the labor poster required by Minneapolis Code of Ordinance 40.570(b).
Related information:
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Citations: