Minnesota Mandatory State Labor Law Poster Pack Mandatory

Age discrimination
Know your rights
under Minnesota laws
prohibiting age discrimination
It is unlawful for an employer to:
■ refuse to hire or employ a person on the basis of age;
■ reduce in grade or position or demote a person on the basis of age;
■ discharge or dismiss a person on the basis of age; or
■ mandate retirement age if the employer has more than 20 employees
[29 United States Code §630 (b)].
Employers terminating employees 65 or older because they can no longer meet
job requirements must give 30 days notice of intention to terminate.
This poster contains only a summary of Minnesota law. For more information, contact the:
Minnesota Department of Labor and Industry
Phone: 651-284-5070

Minnesota Department of Human Rights
Phone: 651-539-1100

651-284-5075 • 1-800-342-5354 • [email protected] • www.dli.mn.gov
Posting required by law in a location where employees can easily see this notice. September 2017

Employer-sponsored meetings
Employer-sponsored meetings or
communication

Scope

An employer or the employer’s agent, representative
or designee must not discharge, discipline or
otherwise penalize or threaten to discharge,
discipline or otherwise penalize or take any adverse
employment action against an employee:

1. prohibit communications of information the
employer is required by law to communicate, but
only to the extent of the lawful requirement;

1. because the employee declines to attend or
participate in an employer-sponsored meeting or
declines to receive or listen to communications
from the employer or the agent, representative
or designee of the employer if the meeting or
communication is to communicate the opinion of
the employer about religious or political matters;
2. as a means of inducing an employee to attend
or participate in meetings or receive or listen to
communications described in number 1 above; or
3. because the employee, or a person acting on
behalf of the employee, makes a good-faith
report, orally or in writing, of a violation or a
suspected violation of this section.

Remedies
An aggrieved employee may bring a civil action to
enforce this section of the law no later than 90 days
after the date of the alleged violation. The court
may award all appropriate relief, including injunctive
relief, reinstatement, back pay and reestablishment
of any employee benefits, reasonable attorney fees
and costs.

This section does not:

2. limit the rights of an employer or its agent,
representative or designee to conduct meetings
involving religious or political matters as long as
attendance is wholly voluntary or to engage in
communications as long as receipt or listening is
wholly voluntary; or
3. limit the rights of an employer or its agent,
representative or designee from communicating
to its employees any information, or requiring
employee attendance at meetings and other
events, that is necessary for the employees to
perform their lawfully required job duties.

Summary

This law does not prohibit or regulate employer
speech. The law regulates when an employer may
discipline or fire an employee who declines to attend
meetings about religious or political matters.
To review this law in full, including definitions, notice
requirements and additional information about
remedies, see Minnesota Statutes § 181.531. The
Department of Labor and Industry does not enforce
this law.
For more information about this law, contact an
attorney.

October 2024

651-284-5075 • 800-342-5354 • [email protected] • dli.mn.gov
Notice: This is a brief summary of Minnesota law. It is intended as a guide and is not to be considered a substitute for related Minnesota Statutes.

Minimum wage and other requirements
Minimum wage effective Jan. 1, 2025
State minimum wage – Applies to all employers in Minnesota.

$11.13/hour

Training wage – May be paid to employees under the age of 20
during the first 90 consecutive days of employment.

$9.08/hour

OVERTIME

Overtime is the required
payment of time-and-one-half an
employee’s regular rate of pay.

State-only covered
employers and employees
After

48 hours in a workweek

[I]
dli.mn.gov/minwage

I

Federally covered employers
and employees
After

40 hours in a workweek

WAGE THEFT

Wage theft occurs when an employer fails to pay wages earned by its employees, including
minimum wage, overtime or other required rates of pay.

SICK AND SAFE TIME

dli.mn.gov/wagetheft

Sick and safe time is paid leave employers must provide to employees in Minnesota that can be
used for certain reasons, including when an employee is sick, to care for a sick family member
or to seek assistance if an employee or their family member has experienced domestic abuse,
sexual assault or stalking.
An employee earns one hour of sick and safe time for every 30 hours worked and can earn a
maximum of 48 hours each year unless the employer agrees to a higher amount.

sickleave.mn.gov

RETALIATION PROHIBITED

An employer must not discharge, discipline, penalize, interfere with, threaten, restrain,
coerce, or otherwise retaliate or discriminate against an employee for exercising their rights
under the law, including reporting a violation or participating in an investigation.

REPORT VIOLATIONS

To report violations of these and other labor laws, contact the Labor Standards Division at
[email protected] or 651-284-5075.

dli.mn.gov/laborlaw

Minimum wage posting required by law in a location where employees can easily see the posting.
October 2024

Safety and health protection on the job
Employees

The Minnesota Occupational Safety and Health Act (the Act) requires that your employer provide you with a
workplace free of known hazards that can cause death, injury or illness. You also have the following
workplace rights and responsibilities.

■ You must follow all Minnesota OSHA (MNOSHA) standards
and your employer’s safety rules.
■ Your employer must provide you with information about any
hazardous chemicals, harmful physical agents and infectious
agents you are exposed to at work.
■ You have the right to discuss your workplace safety and
health concerns with your employer or with MNOSHA.

■ You have the right to file a complaint with MNOSHA about
safety and health hazards and request that an inspection be
conducted. MNOSHA will not reveal your name to the
employer.
■ You have the right to see all citations, penalties and
abatement dates issued to your employer by MNOSHA.

■ Your employer cannot discriminate against you for exercising
any of your rights under the Act. However, your employer
■ You have the right to refuse to perform a job duty if you believe
can discipline you for not following its safety and health
the task or equipment will place you at immediate risk of death
rules. If you feel your employer has discriminated against
or serious physical injury. However, you must do any other task
you for exercising your rights under the Act, you have 30
your employer assigns you to do. You cannot simply leave the
days to file a complaint with MNOSHA.
workplace.
■ Your employer must provide you with any exposure and
■ You have the right to be notified and comment if your
medical records it has about you upon request.
employer requests any variance from MNOSHA standard
■ You have the right to participate in the development of
requirements.
standards by MNOSHA.
■ You have the right to speak to a MNOSHA investigator
inspecting your workplace.

Employers

You must provide your employees with a safe and healthful work environment free from any known hazards
that can cause death, injury or illness and comply with all applicable MNOSHA standards. You also have the
following rights and responsibilities.

■ You must post a copy of this poster and other MNOSHA ■ You must allow MNOSHA investigators to conduct
documents where other notices to employees are posted.
inspections, interview employees and review records.
■ You must report to MNOSHA within eight hours all accidents ■ You must provide all necessary personal protective
resulting in the death of an employee.
equipment and training at your expense.
■ You must report to MNOSHA within 24 hours all accidents
resulting in any amputation, eye loss or inpatient
hospitalization of any employee.

■ You have the right to participate in the development of
standards by MNOSHA.

Free safety and health assistance

Free assistance to identify and correct hazards is available to employers, without citation or penalty, through MNOSHA Workplace
Safety Consultation at (651) 284-5060, 1-800-657-3776 or [email protected].
Contact MNOSHA for a copy of the Act, for specific safety and health standards or to file a complaint about workplace hazards.
Employers, employees and members of the general public who wish to file a complaint regarding the MNOSHA program may write to the federal OSHA Region 5 office at:
U.S. Department of Labor, Occupational Safety and Health Administration, Chicago Regional Office, 230 S. Dearborn Street, Room 3244, Chicago, IL 60604.

DEPARTMENT OF LABOR AND INDUSTRY

(651) 284-5050 • 1-877-470-6742 • [email protected] • www.dli.mn.gov
Posting required by law in a location where employees can easily see this notice.

August 2017

UNEMPLOYED?
Have you lost your job or had your work hours reduced?

You have the right to apply for
Unemployment Insurance benefits.

Apply online at:

www.uimn.org
or by telephone:
651-296-3644 (Twin Cities) or
toll free 1-877-898-9090 (Greater Minnesota)
TTY (for the deaf and hearing impaired) 1-866-814-1252

This information is available in an alternative format by calling 651-259-7223.
DEED is an Equal Opportunity Employer/Provider.
DEED-50227 / 15,000 / Sep 2015

Workers’ compensation
If you are injured
■

Report any injury to your supervisor as soon as possible, no ■
matter how minor it may appear. You may lose the right to
workers’ compensation benefits if you do not make a timely
report of the injury to your employer. The time limit may be
as short as 14 days.

■

Provide your employer with as much information as
possible about your injury.

■

Get any necessary medical treatment as soon as possible.
If you are not covered by a certified managed care
organization (CMCO), you may treat with a doctor of your ■
choice. Your employer must notify you in writing if you are
covered by a CMCO.

Cooperate with all requests for information concerning
your claim.
The law allows the workers’ compensation insurer to
obtain medical information related to your work injury
without your authorization, but they must send you
written notification when they request the information.
The insurer cannot obtain other medical records unless
you sign a written authorization.
Get written confirmation from your doctor about any
authorization to be off work. The note should be as
specific as possible.

Workers’ compensation pays for
■

Medical care for your work injury, as long as it is
reasonable and necessary.

■

Wage-loss benefits for part of your lost income.

■

Compensation for permanent damage to or loss of
function of a body part.

■

Vocational rehabilitation services if you cannot return to
your pre-injury job or to your pre-injury employer due to
your work injury.

■

Benefits to your spouse and/or dependents if you die as a
result of a work injury.

What the insurer must do
■

The insurer must investigate your claim promptly. If you
■
have been disabled for more than three calendar-days, the
insurer must begin payment of benefits or send you a denial
of liability within 14 days after your employer knew you
were off work or had lost wages because of your claimed
injury.

■

If the insurer accepts your claim for wage-loss benefits and
you have been disabled for more than three calendar-days:
The insurer will notify you and must start paying wage-loss
benefits within the 14 days noted above. The insurer must
pay benefits on time. Wage-loss benefits are paid at the
same intervals as your work paychecks.

Fraud

Collecting workers’ compensation
benefits you are not entitled to is
theft. Call 1-888-372-8366 to report
workers’ compensation fraud.

If the insurer denies your claim for wage-loss benefits
and you have been disabled for more than three
calendar-days: The insurer will send notice to you within
14 days. The notice must clearly explain the facts and
reasons why they believe your injury or illness did not
result from your work or why the claimed wage-loss
benefits are not related to your injury.
If you disagree with the denial, talk with the insurance
claims adjuster who is handling your claim. If you are
not satisfied and still disagree with the denial, call the
Minnesota Department of Labor and Industry’s Workers’
Compensation Hotline at 1-800-342-5354.

Insurer name and contact information

(651) 284-5032 • 1-800-342-5354 • [email protected] • www.dli.mn.gov
Posting required by law in a location where employees can easily see this notice.

August 2017