reglab/housing_qa huggingface dataset:
MN Stat § 179.81 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 179 — Labor Relations|Section 179.81 — Definitions.

179.81 DEFINITIONS. Subdivision 1. Scope. For the purposes of sections 179.81 to 179.85, the terms defined in this section have the meanings given them. Subd. 2. Area labor-management committee or committee. "Area labor-management committee" or "committee" means a committee formed by and composed of multiple employers and multiple labor organizations within a geographic area or statewide employment sector, for the purpose of improving labor-management relations and enhancing economic development within a given geographic jurisdiction or sector through labor-management cooperation. Subd. 3. Bureau. "Bureau" means the Bureau of Mediation Services. Subd. 4. Commissioner. "Commissioner" means the commissioner of the Bureau of Mediation Services. History:  1Sp1985 c 13 s 282; 1988 c 480 s 1,2
MN Stat § 179.82 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 179 — Labor Relations|Section 179.82 — Grant Program Created; Applications.

179.82 GRANT PROGRAM CREATED; APPLICATIONS. Subdivision 1. Creation. An area labor-management committee grant program is created within the bureau to be administered by the commissioner. Subd. 2. Rules. Applications for area/statewide industry labor-management committee grants must be submitted to the bureau under rules adopted by the commissioner. History:  1Sp1985 c 13 s 283; 1988 c 480 s 3
MN Stat § 179.83 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 179 — Labor Relations|Section 179.83 — Action On Application.

179.83 ACTION ON APPLICATION. Subdivision 1. Standard for approval. Following an established calendar, the commissioner shall review the applications. Grants must be awarded on a competitive basis based on the appropriateness of the proposal, the attainability of the goals, the evidence of interest in the proposal among representatives of labor and management in the area within the committee's jurisdiction, and the thoroughness of the financial plan presented. Successful applicants shall be notified of the award no later than December 1 of each year. Subd. 2.  [Repealed, 1988 c 480 s 7] History:  1Sp1985 c 13 s 284; 1988 c 480 s 4
MN Stat § 179.84 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 179 — Labor Relations|Section 179.84 — General Conditions And Terms Of Grants.

179.84 GENERAL CONDITIONS AND TERMS OF GRANTS. Subdivision 1. Requirements. For each grant awarded the commissioner shall: (1) require an approved work plan that establishes measurable goals and objectives for the committee within the committee's area of responsibility and that prohibits the committee from becoming involved in contract disputes, labor negotiations, or grievance procedures; and (2) annually review the operating performance of each area labor-management committee receiving state money under this program. Subd. 2.  [Repealed, 1988 c 480 s 7] History:  1Sp1985 c 13 s 285; 1988 c 480 s 5; 1990 c 546 s 2
MN Stat § 179.85 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 179 — Labor Relations|Section 179.85 — Funding Limitations.

179.85 FUNDING LIMITATIONS. A new or existing area labor-management committee may apply for a maximum grant of $75,000 per year. A new or existing area labor-management committee may be awarded state grant money, and must provide money from other nonstate sources, in the following ratio of state and nonstate money: in the first year, 90 percent state and ten percent nonstate; in the second year, 80 percent state and 20 percent nonstate; in the third year and beyond, 50 percent state and 50 percent nonstate. History:  1Sp1985 c 13 s 286; 1988 c 480 s 6; 1990 c 546 s 3
MN Stat § 179.86 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 179 — Labor Relations|Section 179.86 — Packinghouse Workers Bill Of Rights.

179.86 PACKINGHOUSE WORKERS BILL OF RIGHTS. Subdivision 1. Definition. For the purpose of this section, "employer" means an employer in the meatpacking industry. Subd. 2. Right to adequate equipment. An employer must furnish its employees with equipment to safely perform their jobs under OSHA standards. Subd. 3. Information provided to employee by employer. (a) An employer must provide an explanation in an employee's native language of the employee's rights and duties as an employee either person to person or through written materials that, at a minimum, include: (1) a complete description of the salary and benefits plans as they relate to the employee; (2) a job description for the employee's position; (3) a description of leave policies; (4) a description of the work hours and work hours policy; and (5) a description of the occupational hazards known to exist for the position. (b) The explanation must also include information on the following employee rights as protected by state or federal law and a description of where additional information about those rights may be obtained: (1) the right to organize and bargain collectively and refrain from organizing and bargaining collectively; (2) the right to a safe workplace; and (3) the right to be free from discrimination. Subd. 4. Commissioner duties. The commissioner of labor and industry in consultation with the commissioner of human rights must develop and implement a strategy to assist employers in providing adequate notice and education to employees of their rights under this section. The commissioner shall assign the duty to implement the strategy to a specific identified position in the department. The position, along with contact information, must be included on printed materials the department prepares and distributes to carry out the commissioner's duties under this section. History:   2007 c 135 art 2 s 19
MN Stat § 179.90 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 179 — Labor Relations|Section 179.90 — Office Of Collaboration And Dispute Resolution.

179.90 OFFICE OF COLLABORATION AND DISPUTE RESOLUTION. The commissioner of mediation services shall establish an Office of Collaboration and Dispute Resolution within the bureau. The office must: (1) promote the broad use of community mediation in the state, ensuring that all areas of the state have access to services by providing grants to private nonprofit entities certified by the state court administrator under chapter 494 that assist in resolution of disputes; (2) assist state agencies, offices of the executive, legislative, and judicial branches, and units of local government in improving collaboration and dispute resolution; (3) support collaboration and dispute resolution in the public and private sector by providing technical assistance and information on best practices and new developments in dispute resolution options; (4) educate the public and governmental entities on dispute resolution options; and (5) promote and utilize collaborative dispute resolution models and processes based on documented best practices including, but not limited to, the Minnesota Solutions model: (i) establishing criteria and procedures for identification and assessment of dispute resolution projects; (ii) designating projects and appointing impartial convenors by the commissioner or the commissioner's designee; (iii) forming multidisciplinary conflict resolution teams; and (iv) utilizing collaborative techniques, processes, and standards through facilitated meetings until consensus among parties is reached in resolving a dispute. History:   2013 c 85 art 5 s 32
MN Stat § 179.91 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 179 — Labor Relations|Section 179.91 — Grants.

179.91 GRANTS. Subdivision 1. Authority. The commissioner of mediation services shall to the extent funds are appropriated for this purpose, make grants to private nonprofit community mediation entities certified by the state court administrator under chapter 494 that assist in resolution of disputes. The commissioner shall establish a grant review committee to assist in the review of grant applications and the allocation of grants under this section. Subd. 2. Eligibility. To be eligible for a grant under this section, a nonprofit organization must meet the requirements of section 494.05, subdivision 1, clauses (1), (2), (4), and (5). Subd. 3. Conditions and exclusions. A nonprofit entity receiving a grant must agree to comply with guidelines adopted by the state court administrator under section 494.015, subdivision 1. Sections 16B.97 and 16B.98 and policies adopted under those sections apply to grants under this section. The exclusions in section 494.03 apply to grants under this section. Subd. 4. Reporting. Grantees must report data required under chapter 494 to evaluate quality and outcomes. History:   2013 c 85 art 5 s 33
MN Stat § 179A.01 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 179A — Public Employment Labor Relations|Section 179A.01 — Public Policy.

179A.01 PUBLIC POLICY. (a) It is the public policy of this state and the purpose of sections 179A.01 to 179A.25 to promote orderly and constructive relationships between all public employers and their employees. This policy is subject to the paramount right of the citizens of this state to keep inviolate the guarantees for their health, education, safety, and welfare. (b) The relationships between the public, public employees, and employer governing bodies involve responsibilities to the public and a need for cooperation and employment protection which are different from those found in the private sector. The importance or necessity of some services to the public can create imbalances in the relative bargaining power between public employees and employers. As a result, unique approaches to negotiations and resolutions of disputes between public employees and employers are necessary. (c) Unresolved disputes between the public employer and its employees are injurious to the public as well as to the parties. Adequate means must be established for minimizing them and providing for their resolution. Within these limitations and considerations, the legislature has determined that overall policy is best accomplished by: (1) granting public employees certain rights to organize and choose freely their representatives; (2) requiring public employers to meet and negotiate with public employees in an appropriate bargaining unit and providing that the result of bargaining be in written agreements; and (3) establishing special rights, responsibilities, procedures, and limitations regarding public employment relationships which will provide for the protection of the rights of the public employee, the public employer, and the public at large. (d) Nothing in sections 179A.01 to 179A.25 impairs, modifies, or alters the authority of the legislature to establish rates of pay, or retirement or other benefits for its employees. History:   1984 c 462 s 2
MN Stat § 179A.02 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 179A — Public Employment Labor Relations|Section 179A.02 — Citation.

179A.02 CITATION. Sections 179A.01 to 179A.25 shall be known as the Public Employment Labor Relations Act. History:   1984 c 462 s 3
MN Stat § 179A.051 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 179A — Public Employment Labor Relations|Section 179A.051 — Appeals Of Commissioner's Decisions.

179A.051 APPEALS OF COMMISSIONER'S DECISIONS. (a) Decisions of the commissioner relating to supervisory, confidential, essential, and professional employees, appropriateness of a unit, or fair share fee challenges may be reviewed on certiorari by the court of appeals. A petition for a writ of certiorari must be filed and served on the other party or parties and the commissioner within 30 days from the date of the mailing of the commissioner's decision. The petition must be served on the other party or parties at the party's or parties' last known address. (b) Decisions of the commissioner relating to unfair labor practices under section 179A.12, subdivision 11, may be appealed to the board if the appeal is filed with the board and served on all other parties no later than 30 days after service of the commissioner's decision. History: 1992 c 582 s 7; 2014 c 211 s 6,13; 1Sp2015 c 1 art 7 s 1; 1Sp2021 c 10 art 3 s 19 NOTE: The amendment to this section by Laws 2014, chapter 211, section 6, is effective July 1, 2020, to June 30, 2021, and on July 1, 2023. Any investigation and proceedings related to an unfair labor practice charge currently pending before the Public Employee Relations Board as of July 1, 2021, shall be conducted according to the process in place under Minnesota Statutes, sections 179A.052 and 179A.13, as of July 1, 2020, and the board shall retain jurisdiction over any pending charge. From July 1, 2021, until July 1, 2023, any employee, employer, employee or employer organization, exclusive representative, or any other person or organization aggrieved by an unfair labor practice as defined in Minnesota Statutes, section 179A.13, may bring an action for injunctive relief and for damages caused by the unfair labor practice in the district court of the county in which the practice is alleged to have occurred. Laws 2014, chapter 211, section 13, as amended by Laws 2015, First Special Session chapter 1, article 7, section 1; Laws 2016, chapter 189, article 7, section 42; Laws 2017, chapter 94, article 12, section 1; and Laws 2021, First Special Session chapter 10, article 3, section 19.
MN Stat § 179A.052 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 179A — Public Employment Labor Relations|Section 179A.052 — Appeals Of Board's Decisions.

179A.052 APPEALS OF BOARD'S DECISIONS. Decisions of the board relating to unfair labor practices under section 179.11, 179.12, 179A.12, subdivision 11, or 179A.13 including dismissal of unfair labor practice charges, may be reviewed on certiorari by the court of appeals. A petition for a writ of certiorari must be filed and served on the other party or parties and the board within 30 days from the date of the mailing of the board's decision. The petition must be served on the other party or parties at the party's or parties' last known address. History: 2014 c 211 s 7,13; 1Sp2015 c 1 art 7 s 1; 1Sp2021 c 10 art 3 s 19 NOTE: This section, as added by Laws 2014, chapter 211, section 7, is effective July 1, 2020, to June 30, 2021, and on July 1, 2023. Any investigation and proceedings related to an unfair labor practice charge currently pending before the Public Employee Relations Board as of July 1, 2021, shall be conducted according to the process in place under Minnesota Statutes, sections 179A.052 and 179A.13, as of July 1, 2020, and the board shall retain jurisdiction over any pending charge. From July 1, 2021, until July 1, 2023, any employee, employer, employee or employer organization, exclusive representative, or any other person or organization aggrieved by an unfair labor practice as defined in Minnesota Statutes, section 179A.13, may bring an action for injunctive relief and for damages caused by the unfair labor practice in the district court of the county in which the practice is alleged to have occurred. Laws 2014, chapter 211, section 13, as amended by Laws 2015, First Special Session chapter 1, article 7, section 1; Laws 2016, chapter 189, article 7, section 42; Laws 2017, chapter 94, article 12, section 1; and Laws 2021, First Special Session chapter 10, article 3, section 19.
MN Stat § 179A.08 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 179A — Public Employment Labor Relations|Section 179A.08 — Policy Consultants.

179A.08 POLICY CONSULTANTS. Subdivision 1. Professional employees. The legislature recognizes that professional employees possess knowledge, expertise, and dedication which is helpful and necessary to the operation and quality of public services and which may assist public employers in developing their policies. It is, therefore, the policy of this state to encourage close cooperation between public employers and professional employees by providing for discussions and the mutual exchange of ideas regarding all matters that are not terms and conditions of employment. Subd. 2. Meet and confer. The professional employees shall select a representative to meet and confer with a representative or committee of the public employer on matters not specified under section 179A.03, subdivision 19, relating to the services being provided to the public. The public employer shall provide the facilities and set the time for these conferences to take place. The parties shall meet at least once every four months. History:   1984 c 462 s 9
MN Stat § 179A.09 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 179A — Public Employment Labor Relations|Section 179A.09 — Unit Determination.

179A.09 UNIT DETERMINATION. Subdivision 1. Criteria. In determining the appropriate unit, the commissioner shall consider the principles and the coverage of uniform comprehensive position classification and compensation plans of the employees, professions and skilled crafts, and other occupational classifications, relevant administrative and supervisory levels of authority, geographical location, history, extent of organization, the recommendation of the parties, and other relevant factors. The commissioner shall place particular importance upon the history and extent of organization, and the desires of the petitioning employee representatives. Subd. 2. Prohibitions. The commissioner shall not designate an appropriate unit which includes essential employees with other employees. Subd. 3. Division of units. If a designated appropriate unit contains both peace officers subject to licensure under sections 626.84 to 626.863 and essential employees who are not peace officers, the commissioner, at the request of a majority of either the peace officers or the other essential employees within the unit, shall divide the unit into two separate appropriate units, one for the peace officers and one for the other essential employees. History:  1984 c 462 s 10; 1987 c 186 s 15; 1993 c 136 s 2; 1997 c 7 art 1 s 84
MN Stat § 179A.103 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 179A — Public Employment Labor Relations|Section 179A.103 — General Provisions For Court Employees.

179A.103 GENERAL PROVISIONS FOR COURT EMPLOYEES. Subdivision 1. Contracts. Contracts for the period commencing July 1 of the year in which the state assumes the cost of court administration in the judicial district for the judicial district court employees must be negotiated with the state court administrator. Negotiations for those contracts may begin any time after July 1 of the year before the state assumes the cost, and may be initiated by either party notifying the other of the desire to begin the negotiating process. Negotiations are subject to this chapter. Subd. 2. Date of employment. The date of first employment by the state court system is the date on which services were first performed by the employee for the employer from which the employee is being transferred. Subd. 3. Probationary periods. Except as otherwise provided in a successor contract, probationary periods are not affected by the transfer of employees to the state court system. Subd. 4. Wage protection. Court employees in judicial districts coming under section 480.181, subdivision 1, paragraph (b), may not have a decrease in wages as a result of their transfer to state employment. Wage scales negotiated in a judicial district contract are not to be applied to a court employee of a judicial district who was a court employee of a county within the judicial district at the time the judicial district came under section 480.181, subdivision 1, paragraph (b), until the wage for the employee under the scale is equal to or greater than the wage the employee was receiving on the date the judicial district came under section 480.181, subdivision 1, paragraph (b). History:  1999 c 216 art 7 s 11; 1Sp2001 c 5 art 5 s 4
MN Stat § 179A.104 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 179A — Public Employment Labor Relations|Section 179A.104 — Board Of Public Defense.

179A.104 BOARD OF PUBLIC DEFENSE. Subdivision 1. Board of Public Defense employee units. The state Board of Public Defense shall meet and negotiate with the exclusive representative of each of the statewide units specified in this section. The units provided in this section are the only appropriate statewide units for state employees of the board. Employees of the state Board of Public Defense, unless otherwise excluded, are included within the units which include the classifications to which they are assigned for purposes of compensation. The following are the appropriate statewide units of state employees of the board: (1) Assistant District and Assistant State Public Defender Unit; and (2) Clerical and Support Staff Unit. Each unit consists of the classifications or positions assigned to it in the schedule of job classifications and positions maintained by the state Board of Public Defense. Subd. 2. Exclusions. The following employees are excluded from the appropriate statewide units under subdivision 1: (1) the positions of state public defender, deputy state public defender, and chief district public defender; (2) the positions of managing attorney and managing legal secretary in judicial district public defender offices and in the state Public Defender's Office; (3) positions of all employees in the administrative services office of the state Board of Public Defense; (4) positions of all part-time and temporary employees as defined under section 179A.03, subdivision 14, paragraph (a), clauses (5) and (6). History:   1999 c 216 art 7 s 12
MN Stat § 179A.135 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 179A — Public Employment Labor Relations|Section 179A.135 — Unfair Labor Practices Involving Charitable Hospitals.

179A.135 UNFAIR LABOR PRACTICES INVOLVING CHARITABLE HOSPITALS. Any charitable hospital as defined in section 179.35, subdivision 2, any hospital employee as defined in section 179.35, subdivision 3, any labor organization as defined in section 179.01, subdivision 6, or any other person or organization connected with a charitable hospital, who is aggrieved by an unfair labor practice as defined in sections 179.11 and 179.12, may file an unfair labor practice charge with the Public Employment Relations Board that will be processed in accordance with the provisions of sections 179A.051, 179A.052, and 179A.13. History: 2014 c 211 s 11,13; 1Sp2015 c 1 art 7 s 1; 1Sp2021 c 10 art 3 s 19 NOTE: This section, as added by Laws 2014, chapter 211, section 11, is effective July 1, 2020, to June 30, 2021, and on July 1, 2023. Any investigation and proceedings related to an unfair labor practice charge currently pending before the Public Employee Relations Board as of July 1, 2021, shall be conducted according to the process in place under Minnesota Statutes, sections 179A.052 and 179A.13, as of July 1, 2020, and the board shall retain jurisdiction over any pending charge. From July 1, 2021, until July 1, 2023, any employee, employer, employee or employer organization, exclusive representative, or any other person or organization aggrieved by an unfair labor practice as defined in Minnesota Statutes, section 179A.13, may bring an action for injunctive relief and for damages caused by the unfair labor practice in the district court of the county in which the practice is alleged to have occurred. Laws 2014, chapter 211, section 13, as amended by Laws 2015, First Special Session chapter 1, article 7, section 1; Laws 2016, chapter 189, article 7, section 42; Laws 2017, chapter 94, article 12, section 1; and Laws 2021, First Special Session chapter 10, article 3, section 19.