As we have previously reported, the most recent Minnesota legislative session resulted in a number of new laws that affect employers with Minnesota-based employees. We have issued client alerts about Minnesota’s new law banning noncompete agreements, as well as new and/or expanded laws regarding earned sick and safe time, paid family and medical leave, parental leave, pregnancy accommodation, lactating employees, and recreational adult-use marijuana. But the Minnesota Legislature did not stop there. Additional developments - including an amendment to Minnesota’s wage disclosure protection statute, the passage of the CROWN act, and a pay history inquiry ban - also require employers to review their policies and practices.
Wage Disclosure Protection – July 1, 2023
Minnesota’s wage disclosure protection statute, Minn. Stat. § 181.172, requires employers to allow employees to discuss their wages with others if they wish to do so. The statute previously prohibited employers from retaliating against employees for exercising their rights. The Minnesota Legislature amended the anti-retaliation provision to more explicitly prohibit employers from discharging, disciplining, penalizing, interfering with, threatening, restraining, coercing or discriminating against an employee for asserting the employee’s rights under the statute. This change went into effect on July 1, 2023. The wage disclosure protection statute requires employers that provide an employee handbook to their employees...
The election campaign committee for Joo Kwangdeok, the People Power Party candidate for Mayor of Namyangju, asserted on the 27th that the Democratic Party candidate Choi Hyundeok's claim regarding ...