Bills On Our Watch List

HF5: This bill creates an expansive state-wide mandate on employers, employees, and independent contractors – a new state insurance program financed through a joint employer/employee payroll tax – in order to establish a partial wage replacement benefit for the purposes of a 12-week paid parental maternity/paternity/bonding) and a 12-week paid family leave (caregiving/medical) program. Employees may access both types of leave in a 12-month period. The tax rate and appropriations are left blank in the bill text as introduced, but 7 percent of funds collected will be used by the state to administer the program and .5 percent will be used to conduct community outreach.

 

  • HF6: This bill would make wage theft illegal, including in instances without intent to defraud. It would give the Minnesota Department of Labor and Industry more enforcement tools, including subpoena powers, and an increased (but undetermined per the bill text) budget to hire additional wage and hour investigators. It would also require stricter record-keeping requirements for employers and impose stiffer penalties for violators. Finally, the bill would require employers to pay employees every 16 days. A percentage of funds (not specified in the bill text as introduced) will be used by the state to conduct community outreach as well.

 

  • HF11: Modeled after the Minneapolis “safe and sick time” ordinance, this bill creates an expansive state-wide mandate on employers to offer at least one hour of paid sick leave for every 30 hours an employee works. The bill does not include small business exemptions, however there are collective bargaining agreement and construction industry carve-outs. Employers face much greater liability, stricter record-keeping requirements, and stiff penalties for violations.

 

  • HF10: Introduced and passed in the House last session, this proposal puts all Minnesota employers at risk for lawsuits by lowering the bar for employees to file claims of sexual harassment against employers. Staffing companies are particularly at risk due to the unique nature of placing employees at client sites without any control over the client’s employees or customers.
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