Takeaways

• The amended Civil Rights Ordinance newly bars employers from discrimination based on “justice-impacted status,” housing status, and height and weight and applies beginning 08.01.25.
• The new law also requires employers to provide religious accommodations and pregnancy-related accommodations.
• Minneapolis employers should review and revise their policies and practices to ensure compliance.

Related link

• Amended Ordinance

Article

The City of Minneapolis recently amended its Civil Rights Ordinance. Among other changes, the amended Ordinance significantly impacts employers by:

• Expanding the scope of characteristics subject to its anti-discrimination provisions;
• Broadening the types of accommodations employers must provide to employees; and
• Revising the City’s process for receiving and resolving complaints under the Ordinance.

The new law will apply to any complaint or charge filed under the Ordinance on or after Aug. 1, 2025.

Expanded Scope of Protected Characteristics

The amended Ordinance prohibits employers from discriminating against an employee or job applicant on the basis of:

• Justice-impacted status;
• Housing status; or
• Height and weight.

“Justice-impacted status” refers to an employee’s or applicant’s prior criminal history, including conviction, arrest, or charging records, and probationary status. Employers must not base employment decisions on these histories unless the histories are reasonably related to the individual’s ability, fitness, or capacity...

Read Full Story: https://news.google.com/rss/articles/CBMi4wFBVV95cUxOZHMxc1ZGbHl4RW8wa3VIbEJW...