New MN Employment Laws as of July 1

Effective July 1, 2019, Minnesota employers are subject to several new record-keeping and notice requirements. This law amends existing state labor laws and provides for new wage and hour requirements, protections and sanctions.

Effective July 1, 2019, Minnesota employers are subject to several new record-keeping and notice requirements. This law amends existing state labor laws and provides for new wage and hour requirements, protections and sanctions.

First, the following additional information is required on earnings statements for each pay period:

· Physical address and telephone number of the employer’s main or principle office. You must also include the mailing address if different from the physical address.

· The rates of pay, including whether the employee is paid by the hour, shift, day, week, salary, piece, commission or other method.

Second, Minnesota employers are required to provide employees with a written notice at the start of employment that includes all of the following information:

· The rate or rates of pay and basis thereof, including how the employee will be paid (hourly, salary, commission, piece, etc.).

· Allowances, if any, related to meals and lodging.

· Paid vacation, sick time or other paid time off accruals and terms of use.

· A list of possible deductions from pay.

· The numbers of days in a pay period, the regularly scheduled pay day, and the day the employee will receive the first payment of wages earned.

· The legal name of the employer and operating name of the employer, if different.

· The telephone number and physical address of the employer’s main or principal office, and the mailing address if different.

In addition to the above,

· The notice must be signed by the employee.

· The employer is required to keep a copy of each signed notice.

· The notice must be provided in English and must include language from the Commissioner of the Minnesota Department of Labor and Industry informing employees that they may request the notice be given in a different language.

· The employer must provide employees with notice of any written changes to the information provided prior to the date the changes take effect.

Third, Minnesota Statute 177.130 requires employers to retain the following additional records:

· The hours and number of pieces completed at each piece rate if employees are paid on a piece rate basis.

· A list of the personnel policies provided to the employee, including the date the policies were given and a brief description of the policies.

· A copy of the wage notice, including any changes to the notice.

· All records required by the statute must be readily available for inspection by the Department of Labor and Industry.

As always, it is important that you take steps to comply with these new requirements. If you have any questions or need additional information, please contact us.

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