This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
State Specific Employment Laws Within Hospitality Industry In Hennepin
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State:
Multi-State
County:
Hennepin
Control #:
US-002HB
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FAQ
Employees must accrue one hour of ESST for every 30 hours worked. In any given year, employees must be allowed to accrue up to 48 hours. Employees can accrue and carry over up to 80 hours after their first year. An employer can choose to allow employees to carry over more.
Legislature passes the Minnesota State Act for Fair Employment Practices, which prohibits dis crimination in employment based on race, color, creed, religion, or national origin. 1961 Changes name to Minnesota State Act Against Discrimination.
(a) An employer must disclose in each posting for each job opening with the employer the starting salary range, and a general description of all of the benefits and other compensation, including but not limited to any health or retirement benefits, to be offered to a hired job applicant.
Summary. Minnesota law prohibits an employer from discriminating and retaliating against employees in a variety of protected classes. Employers must also provide pregnancy accommodations, protect whistleblowers and allow employees to access their personnel files and to discuss their wages.
Your Minnesota employee handbook must include both state-specific and federal policies. Whether all of your employees are based in Minnesota or just a few, you will need to provide a Minnesota-specific handbook to ensure that they are aware of the policies and rights granted to them by their state.
In fact, Minnesota is so pro-worker that Nicole Blissenbach, the state's Commissioner of Labor and Industry, proudly dubs it "the best state for workers and their families." Employers who violate Minnesota's labor and employment laws can face serious consequences, including hefty fines—and even business closure.
And if your company doesn't have a handbook, managers and employees will need to rely on the company's “institutional memory” to ensure that policies are consistently applied. Work policies and expectations also take on more importance and are more likely to be followed when you codify them in an official handbook.
Consider having a handbook to provide employees with notice of their job duties and responsibilities as well as their rights and benefits. Ensure expectations of employees with respect to employee conduct, behavior, performance requirements, attendance and discipline are communicated clearly and consistently.
Effective minimum wages for Minnesota, Minneapolis and St. Paul: The Minnesota minimum wage – $10.85 an hour for large employers in 2024 – is indexed annually for inflation and will increase to $11.13 for all employers Jan. 1, 2025. The minimum wages for large employers in Minneapolis and macro employers in St.