reglab/housing_qa huggingface dataset:
MN Stat § 181.955 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.955 — Construction.

181.955 CONSTRUCTION. Subdivision 1. Freedom to collectively bargain. Sections 181.950 to 181.954 shall not be construed to limit the parties to a collective bargaining agreement from bargaining and agreeing with respect to a drug and alcohol testing policy that meets or exceeds, and does not otherwise conflict with, the minimum standards and requirements for employee protection provided in those sections. Subd. 2. Employee protections under existing collective bargaining agreements. Sections 181.950 to 181.954 shall not be construed to interfere with or diminish any employee protections relating to drug and alcohol testing already provided under collective bargaining agreements in effect on the effective date of those sections that exceed the minimum standards and requirements for employee protection provided in those sections. Subd. 3. Professional athletes. Sections 181.950 to 181.954 shall not be construed to interfere with the operation of a drug and alcohol testing program if: (1) the drug and alcohol testing program is permitted under a contract between the employer and employees; and (2) the covered employees are employed as professional athletes. Upon request of the commissioner of labor and industry, the exclusive representative of the employees and the employer shall certify to the commissioner of labor and industry that the drug and alcohol testing program permitted under the contract should operate without interference from the sections specified in this subdivision. This subdivision must not be construed to create an exemption from controlled substance crimes in chapter 152. History:  1987 c 388 s 6; 2011 c 62 s 1
MN Stat § 181.956 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.956 — Remedies.

181.956 REMEDIES. Subdivision 1. Exhaustion. An employee or collective bargaining agent may bring an action under this section only after first exhausting all applicable grievance procedures and arbitration proceeding requirements under a collective bargaining agreement; provided that, an employee's right to bring an action under this section is not affected by a decision of a collective bargaining agent not to pursue a grievance. Subd. 2. Damages. In addition to any other remedies provided by law, an employer or laboratory that violates sections 181.950 to 181.954 is liable to an employee or job applicant injured by the violation in a civil action for any damages allowable at law. If a violation is found and damages awarded, the court may also award reasonable attorney fees for a cause of action based on a violation of sections 181.950 to 181.954 if the court finds that the employer knowingly or recklessly violated sections 181.950 to 181.954. Subd. 3. Injunctive relief. An employee or job applicant, a state, county, or city attorney, or a collective bargaining agent who fairly and adequately represents the interests of the protected class has standing to bring an action for injunctive relief requesting the district court to enjoin an employer or laboratory that commits or proposes to commit an act in violation of sections 181.950 to 181.954. Subd. 4. Other equitable relief. Upon finding a violation of sections 181.950 to 181.954, or as part of injunctive relief granted under subdivision 3, a court may, in its discretion, grant any other equitable relief it considers appropriate, including ordering the injured employee or job applicant reinstated with back pay. Subd. 5. Retaliation prohibited. An employer may not retaliate against an employee for asserting rights and remedies provided in sections 181.950 to 181.954. History:   1987 c 388 s 7
MN Stat § 181.957 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.957 — Federal Preemption.

181.957 FEDERAL PREEMPTION. Subdivision 1. Excluded employees and job applicants. Except as provided under subdivision 2, the employee and job applicant protections provided under sections 181.950 to 181.956 do not apply to employees and job applicants where the specific work performed requires those employees and job applicants to be subject to drug and alcohol testing pursuant to: (1) federal regulations that specifically preempt state regulation of drug and alcohol testing with respect to those employees and job applicants; (2) federal regulations or requirements necessary to operate federally regulated facilities; (3) federal contracts where the drug and alcohol testing is conducted for security, safety, or protection of sensitive or proprietary data; or (4) state agency rules that adopt federal regulations applicable to the interstate component of a federally regulated industry, and the adoption of those rules is for the purpose of conforming the nonfederally regulated intrastate component of the industry to identical regulation. Subd. 2. Exclusion limited. Employers and testing laboratories must comply with the employee and job applicant protections provided under sections 181.950 to 181.956, with respect to employees or job applicants otherwise excluded under subdivision 1 from those protections, to the extent that the provisions of sections 181.950 to 181.956 are not inconsistent with or specifically preempted by the federal regulations, contract, or requirements applicable to drug and alcohol testing. History:   1987 c 388 s 8
MN Stat § 181.961 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.961 — Review Of Personnel Record By Employee.

181.961 REVIEW OF PERSONNEL RECORD BY EMPLOYEE. Subdivision 1. Right to review; frequency. Upon written request by an employee, the employer shall provide the employee with an opportunity to review the employee's personnel record. An employer is not required to provide an employee with an opportunity to review the employee's personnel record if the employee has reviewed the personnel record during the previous six months; except that, upon separation from employment, an employee may review the employee's personnel record once each year after separation for as long as the personnel record is maintained. Subd. 2. Time; location; condition; copy. (a) The employer shall comply with a written request pursuant to subdivision 1 no later than seven working days after receipt of the request if the personnel record is located in this state, or no later than 14 working days after receipt of the request if the personnel record is located outside this state. (b) With respect to current employees, the personnel record or an accurate copy must be made available for review by the employee during the employer's normal hours of operation at the employee's place of employment or other reasonably nearby location, but need not be made available during the employee's working hours. The employer may require that the review be made in the presence of the employer or the employer's designee. After the review and upon the employee's written request, the employer shall provide a copy of the record to the employee. (c) With respect to employees who are separated from employment, upon the employee's written request, the employer shall provide a copy of the personnel record to the employee. Providing a copy of the employee's personnel record to the employee satisfies the employer's responsibility to allow review as stated in subdivision 1. (d) The employer may not charge a fee for the copy. Subd. 3. Good faith. The employer may deny the employee the right to review the employee's personnel record if the employee's request to review is not made in good faith. The burden of proof that the request to review is not made in good faith is on the employer. Subd. 4. Employer defined. For the purposes of this section, "employer" includes a person who has one or more employees. History:  1989 c 349 s 2; 1992 c 445 s 1; 1994 c 595 s 2; 1997 c 180 s 3; 2004 c 137 s 2
MN Stat § 181.962 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.962 — Removal Or Revision Of Information.

181.962 REMOVAL OR REVISION OF INFORMATION. Subdivision 1. Agreement; failure to agree; position statement. (a) If an employee disputes specific information contained in the employee's personnel record: (1) the employer and the employee may agree to remove or revise the disputed information; and (2) if an agreement is not reached, the employee may submit a written statement specifically identifying the disputed information and explaining the employee's position. (b) The employee's position statement may not exceed five written pages. The position statement must be included along with the disputed information for as long as that information is maintained in the employee's personnel record. A copy of the position statement must also be provided to any other person who receives a copy of the disputed information from the employer after the position statement is submitted. Subd. 2. Defamation actions prohibited. (a) No communication by an employee of information obtained through a review of the employee's personnel record may be made the subject of any action by the employee for libel, slander, or defamation, unless the employee requests that the employer comply with subdivision 1 and the employer fails to do so. (b) No communication by an employer of information contained in an employee's personnel record after the employee has exercised the employee's right to review pursuant to section 181.961 may be made the subject of any common law civil action for libel, slander, or defamation unless: (1) the employee has disputed specific information contained in the personnel record pursuant to subdivision 1; (2) the employer has refused to agree to remove or revise the disputed information; (3) the employee has submitted a written position statement as provided under subdivision 1; and (4) the employer either (i) has refused or negligently failed to include the employee's position statement along with the disputed information or thereafter provide a copy of the statement to other persons as required under subdivision 1, or (ii) thereafter communicated the disputed information with knowledge of its falsity or in reckless disregard of its falsity. (c) A common law civil action for libel, slander, or defamation based upon a communication of disputed information contained in an employee's personnel record is not prohibited if the communication is made after the employer and the employee reach an agreement to remove or revise disputed information and the communication is not consistent with the agreement. History:  1989 c 349 s 3; 1992 c 445 s 2
MN Stat § 181.963 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.963 — Use Of Omitted Personnel Record.

181.963 USE OF OMITTED PERSONNEL RECORD. Information properly belonging in an employee's personnel record that was omitted from the personnel record provided by an employer to an employee for review pursuant to section 181.961 may not be used by the employer in an administrative, judicial, or quasi-judicial proceeding, unless the employer did not intentionally omit the information and the employee is given a reasonable opportunity to review the omitted information prior to its use. History:   1989 c 349 s 4
MN Stat § 181.9631 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.9631 — Notice Of Employee Rights.

181.9631 NOTICE OF EMPLOYEE RIGHTS. An employer as defined under section 181.960, subdivision 3, shall provide written notice to a job applicant upon hire of the rights and remedies provided in sections 181.960 to 181.965. History:   2007 c 119 s 1
MN Stat § 181.964 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.964 — Retaliation Prohibited.

181.964 RETALIATION PROHIBITED. An employer may not retaliate against an employee for asserting rights or remedies provided in sections 181.960 to 181.965. History:   1989 c 349 s 5
MN Stat § 181.9641 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.9641 — Enforcement.

181.9641 ENFORCEMENT. The Department of Labor and Industry shall enforce sections 181.960 to 181.964. The department may assess a fine of up to $5,000 for a violation of sections 181.960 to 181.964. The fine, together with costs and attorney fees, may be recovered in a civil action in the name of the department brought in the district court of the county where the violation is alleged to have occurred or where the commissioner has an office. The fine provided by this section is in addition to any other remedy provided by law. History:   1994 c 632 art 4 s 59
MN Stat § 181.965 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.965 — Remedies.

181.965 REMEDIES. Subdivision 1. General. In addition to other remedies provided by law, if an employer violates a provision of sections 181.960 to 181.964, the employee may bring a civil action to compel compliance and for the following relief: (1) for a violation of sections 181.960 to 181.963, actual damages only, plus costs; and (2) for a violation of section 181.964, actual damages, back pay, and reinstatement or other make-whole, equitable relief, plus reasonable attorney fees. Subd. 2. Limitations period. Any civil action maintained by the employee under this section must be commenced within one year of the actual or constructive discovery of the alleged violation. History:   1989 c 349 s 6
MN Stat § 181.966 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.966 — Additional Right Of Access To Records.

181.966 ADDITIONAL RIGHT OF ACCESS TO RECORDS. Sections 181.960 to 181.965 do not prevent an employer from providing additional rights to employees and do not diminish a right of access to records under chapter 13. History:   1989 c 349 s 7
MN Stat § 181.970 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.970 — Employee Indemnification.

181.970 EMPLOYEE INDEMNIFICATION. Subdivision 1. Indemnification required. An employer shall defend and indemnify its employee for civil damages, penalties, or fines claimed or levied against the employee, provided that the employee: (1) was acting in the performance of the duties of the employee's position; (2) was not guilty of intentional misconduct, willful neglect of the duties of the employee's position, or bad faith; and (3) has not been indemnified by another person for the same damages, penalties, or fines. Subd. 2. Exception. Subdivision 1 does not apply to: (1) employees of the state or a municipality governed by section 3.736 or 466.07; (2) employees who are subject to a contract or other agreement governing indemnification rights; (3) employees and employers who are governed by indemnification provisions under section 302A.521, 317A.521, or 322C.0408, or similar laws of this state or another state specifically governing indemnification of employees of business or nonprofit corporations, limited liability companies, or other legal entities; or (4) indemnification rights for a particular liability specifically governed by other law. History:  1993 c 216 s 1; 2005 c 69 art 3 s 18; 2014 c 157 art 2 s 2,29,31
MN Stat § 181.974 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.974 — Genetic Testing In Employment.

181.974 GENETIC TESTING IN EMPLOYMENT. Subdivision 1. Definitions. For the purposes of this section, the following terms have the meanings given them in this subdivision. (a) "Genetic test" means the analysis of human DNA, RNA, chromosomes, proteins, or certain metabolites in order to detect disease-related genotypes or mutations. Tests for metabolites fall within the definition of genetic test when an excess or deficiency of the metabolites indicates the presence of a mutation or mutations. Administration of metabolic tests by an employer or employment agency that are not intended to reveal the presence of a mutation does not violate this section, regardless of the results of the tests. Test results revealing a mutation are, however, subject to this section. (b) "Employer" means any person having one or more employees in Minnesota, and includes the state and any political subdivisions of the state. (c) "Employee" means a person who performs services for hire in Minnesota for an employer, but does not include independent contractors. (d) "Protected genetic information" means: (1) information about a person's genetic test; or (2) information about a genetic test of a blood relative of a person. Subd. 2. Use of protected genetic information prohibited. (a) No employer or employment agency shall directly or indirectly: (1) administer a genetic test or request, require, or collect protected genetic information regarding a person as a condition of employment; or (2) affect the terms or conditions of employment or terminate the employment of any person based on protected genetic information. (b) No person shall provide or interpret for any employer or employment agency protected genetic information on a current or prospective employee. Subd. 3. Penalties. Any person aggrieved by a violation of this section may bring a civil action, in which the court may award: (1) up to three times the actual damages suffered due to the violation; (2) punitive damages; (3) reasonable costs and attorney fees; and (4) injunctive or other equitable relief as the court may deem appropriate. History:  2001 c 154 s 1; 1Sp2001 c 9 art 13 s 20
MN Stat § 181.981 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.981 — Employment Of Individual With Criminal History; Limitation On Admissibility Of Evidence.

181.981 EMPLOYMENT OF INDIVIDUAL WITH CRIMINAL HISTORY; LIMITATION ON ADMISSIBILITY OF EVIDENCE. Subdivision 1. Limitation on admissibility of criminal history. Information regarding a criminal history record of an employee or former employee may not be introduced as evidence in a civil action against a private employer or its employees or agents that is based on the conduct of the employee or former employee, if: (1) the duties of the position of employment did not expose others to a greater degree of risk than that created by the employee or former employee interacting with the public outside of the duties of the position or that might be created by being employed in general; (2) before the occurrence of the act giving rise to the civil action, a court order sealed any record of the criminal case or the employee or former employee received a pardon; (3) the record is of an arrest or charge that did not result in a criminal conviction; or (4) the action is based solely upon the employer's compliance with section 364.021. Subd. 2. Relation to other law. This section does not supersede a statutory requirement to conduct a criminal history background investigation or consider criminal history records in hiring for particular types of employment. History:  2009 c 59 art 5 s 6; 2013 c 61 s 2
MN Stat § 181.985 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.985 — Workplace Communications.

181.985 WORKPLACE COMMUNICATIONS. Subdivision 1. Definition. For the purposes of this section, "communication" means any printed or electronic document, letter, brochure, flyer, advertisement, e-mail, text message, or similar means pertaining to union business or labor organizing as provided under state law. Subd. 2. Collective bargaining agreements. Chapter 179A shall not prohibit a collective bargaining agreement from including provisions related to workplace communications. History:  2008 c 300 s 8; 2009 c 86 art 1 s 28
MN Stat § 181A.01 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181A — Child Labor|Section 181A.01 — Citation.

181A.01 CITATION. Sections 181A.01 to 181A.12 may be cited as the "Child Labor Standards Act." History:   1974 c 432 s 1
MN Stat § 181A.02 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181A — Child Labor|Section 181A.02 — Purpose.

181A.02 PURPOSE. The purpose of sections 181A.01 to 181A.12 is to aid in the economic, social and educational development of young people through employment. Work is an integral factor in providing a sense of purpose, direction, and self-esteem necessary to the overall physical and mental health of an individual. Young people, especially those who have completed high school or occupational training, should not be denied employment opportunities. Work, however, must be coordinated with schooling and safety considerations in order to serve the best interest of the young. History:   1974 c 432 s 2
MN Stat § 181A.03 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181A — Child Labor|Section 181A.03 — Definitions.

181A.03 DEFINITIONS. Subdivision 1. General. As used in sections 181A.01 to 181A.12, the terms defined in this section shall have the following meanings. Subd. 2. Department. "Department" means the Minnesota Department of Labor and Industry. Subd. 3. Division. "Division" means the Division of Labor Standards within the department. Subd. 4. Commissioner. "Commissioner" means the commissioner of the department or designees. Subd. 5. Employment. "Employment" means any occupation engaged in for compensation in money or other valuable consideration, whether paid to the minor or to some other person, including, but not limited to, occupation as a servant, agent, or independent contractor. Subd. 6. School days. "School days" means any day when normal classes are in session during the regular school year in the school district. Subd. 7. School hours. "School hours" means that period during which the student is required to be in school in the school district. History:  1974 c 432 s 3; 1986 c 444
MN Stat § 181A.05 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181A — Child Labor|Section 181A.05 — Employment Certificates.

181A.05 EMPLOYMENT CERTIFICATES. Subdivision 1. When issued. Any minor 14 or 15 years of age who wishes to work on school days during school hours shall first secure an employment certificate. The certificate shall be issued only by the school district superintendent, the superintendent's agent, or some other person designated by the Board of Education. The employment certificate shall be issued only for a specific position with a designated employer and shall be issued only in the following circumstances: (1) if a minor is to be employed in an occupation not prohibited by rules promulgated under section 181A.09 and as evidence thereof presents a signed statement from the prospective employer; and (2) if the parent or guardian of the minor consents to the employment; and (3) if the issuing officer believes the minor is physically capable of handling the job in question and further believes the best interests of the minor will be served by permitting the minor to work. Subd. 2. Content of certificates. The employment certificate shall show the name, address, date of birth and description of the minor, the name and address of the employer, the kind of work to be performed, the hours of exemption, and shall also require the signature of the parent or guardian and the minor in the presence of the issuing officer. Subd. 3. Consulting requirement. If the issuing officer is in doubt about whether the proposed employment is in accordance with these provisions, the officer shall consult with the division before issuing the certificate. Subd. 4. Termination. Upon termination for any reason of the employment authorized, the employer shall return the employment certificate directly to the issuing officer with a notation showing the date of termination. Subd. 5. Cancellation. The issuing officer is authorized to cancel an employment certificate, if the issuing officer determines that such action would be in the best interest of the minor. History:  1974 c 432 s 5; 1985 c 248 s 70; 1986 c 444