reglab/housing_qa huggingface dataset:
MN Stat § 181.84 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.84 — Corn Detasselers; Work Conditions.

181.84 CORN DETASSELERS; WORK CONDITIONS. Notwithstanding any state or federal statute or regulation authorizing sanitary conditions less favorable to the employee than the following requirement, every employer of corn detasselers shall provide a potable water supply in the field and which is easily accessible to all employees with materials or equipment so that the water may be easily drunk in a sanitary manner. History:   1978 c 731 s 3
MN Stat § 181.85 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.85 — Migrant Labor; Definitions.

181.85 MIGRANT LABOR; DEFINITIONS. Subdivision 1. Generally. For the purposes of sections 181.85 to 181.90, the terms defined in this section have the meanings given them. Subd. 2. Agricultural labor. "Agricultural labor" means field labor associated with the cultivation and harvest of fruits and vegetables and work performed in processing fruits and vegetables for market. Subd. 3. Migrant worker. "Migrant worker" means an individual at least 17 years of age who travels more than 100 miles to Minnesota from some other state to perform seasonal agricultural labor in Minnesota. Subd. 4. Employer. "Employer" means a processor of fruits or vegetables that employs, either directly or indirectly through a recruiter, more than 30 migrant workers per day for more than seven days in any calendar year. Subd. 5. Recruit. "Recruit" means to induce an individual, directly or indirectly through an agent or recruiter, to travel to Minnesota to perform agricultural labor by an offer of employment or of the possibility of employment. Subd. 6. Recruiter. "Recruiter" means an individual or person other than an employer that for a fee, either for itself or for another individual or person, solicits, hires, or furnishes migrant workers, excluding members of an individual recruiter's immediate family, for agricultural labor to be performed for an employer in this state. "Recruiter" does not include a public agency providing employment services. History:   1981 c 212 s 1
MN Stat § 181.86 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.86 — Employment Statement.

181.86 EMPLOYMENT STATEMENT. Subdivision 1. Terms. An employer that recruits a migrant worker shall provide the migrant worker, at the time the worker is recruited, with a written employment statement which shall state clearly and plainly, in English and Spanish: (1) the date on which and the place at which the statement was completed and provided to the migrant worker; (2) the name and permanent address of the migrant worker, of the employer, and of the recruiter who recruited the migrant worker; (3) the date on which the migrant worker is to arrive at the place of employment, the date on which employment is to begin, the approximate hours of employment, and the minimum period of employment; (4) the crops and the operations on which the migrant worker will be employed; (5) the wage rates to be paid; (6) the payment terms, as provided in section 181.87; (7) any deduction to be made from wages; and (8) whether housing will be provided. Subd. 2. Contract. The employment statement is an enforceable contract between the migrant worker and the employer. History:   1981 c 212 s 2
MN Stat § 181.88 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.88 — Record Keeping.

181.88 RECORD KEEPING. Every employer subject to the provisions of sections 181.85 to 181.90 shall maintain complete and accurate records of the names of, the daily hours worked by, the rate of pay for and the wages paid each pay period to every individual migrant worker recruited by that employer, and shall preserve the records for a period of at least three years. History:   1981 c 212 s 4
MN Stat § 181.89 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.89 — Civil Actions.

181.89 CIVIL ACTIONS. Subdivision 1. May bring action. Any migrant worker claiming to be aggrieved by a violation of sections 181.86 to 181.88 may bring a civil action for damages and injunctive relief against the worker's employer. Subd. 2. Judgment; damages. If the court finds that any defendant has violated the provisions of sections 181.86 to 181.88, the court shall enter judgment for the actual damages incurred by the plaintiff or the appropriate penalty as provided by this subdivision, whichever is greater. The court may also award court costs and a reasonable attorney's fee. The penalties shall be as follows: (1) whenever the court finds that an employer has violated the record-keeping requirements of section 181.88, $50; (2) whenever the court finds that an employer has recruited a migrant worker without providing a written employment statement as provided in section 181.86, subdivision 1, $250; (3) whenever the court finds that an employer has recruited a migrant worker after having provided a written employment statement, but finds that the employment statement fails to comply with the requirement of section 181.86, subdivision 1 or section 181.87, $250; (4) whenever the court finds that an employer has failed to comply with the terms of an employment statement which the employer has provided to a migrant worker or has failed to comply with any payment term required by section 181.87, $500; (5) whenever the court finds that an employer has failed to pay wages to a migrant worker within a time period set forth in section 181.87, subdivision 2 or 3, $500; and (6) whenever penalties are awarded, they shall be awarded severally in favor of each migrant worker plaintiff and against each defendant found liable. History:  1981 c 212 s 5; 1986 c 444; 2005 c 127 s 3
MN Stat § 181.90 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.90 — Use Wagner-peyser System.

181.90 USE WAGNER-PEYSER SYSTEM. An employer who uses the federal work clearance order system under the Wagner-Peyser Act of 1933, Statutes at Large, volume 48, page 113, as amended, is deemed to recruit the migrant workers who are thereby induced to travel to Minnesota to perform agricultural labor. The provisions of sections 181.85 to 181.89 shall not be construed to prohibit the use of the work clearance order system by an employer who recruits migrant workers, but use of the federal work clearance order system by an employer shall not excuse the employer from compliance with sections 181.85 to 181.89. History:   1981 c 212 s 6
MN Stat § 181.91 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.91 — Preservation Of Existing Remedies.

181.91 PRESERVATION OF EXISTING REMEDIES. The remedies provided in sections 181.85 to 181.90 are not exclusive, but are in addition to remedies provided in other law. History:   1981 c 212 s 7
MN Stat § 181.92 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.92 — Leaves For Adoptive Parents.

181.92 LEAVES FOR ADOPTIVE PARENTS. An employer who permits paternity or maternity time off to a biological father or mother shall, upon request, grant time off, with or without pay, to an adoptive father or mother. The minimum period of this time off shall be four weeks, or, if the employer has an established policy of time off for a biological parent which sets a period of time off of less than four weeks, that period of time shall be the minimum period for an adoptive parent. The period of time off shall, at the direction of the adoptive parent, begin before, or at the time of, the child's placement in the adoptive parent's home, and shall be for the purpose of arranging the child's placement or caring for the child after placement. An employer shall not penalize an employee for requesting or obtaining time off according to this section. History:   1983 c 266 s 1
MN Stat § 181.93 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.93 — Notice To Employees And Applicants Of Bankruptcy.

181.93 NOTICE TO EMPLOYEES AND APPLICANTS OF BANKRUPTCY. Subdivision 1. Notice. An employer shall immediately notify all of its employees in writing that it has filed a petition for bankruptcy or has had an involuntary bankruptcy petition filed against it. An employer shall, in writing, notify all persons offered jobs with the employer that it has filed a petition for bankruptcy or has had an involuntary bankruptcy petition filed against it. The notice shall be given at the time of the job offer and is required if the case initiated by the petition has not been closed. For purposes of this subdivision, an employer includes a "debtor in possession" and excludes a bankruptcy "trustee" as those terms are used under federal bankruptcy law. Subd. 2. Violation. A violation of subdivision 1 is a misdemeanor. History:   1987 c 38 s 1
MN Stat § 181.931 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.931 — Definitions.

181.931 DEFINITIONS. Subdivision 1. Generally. For the purpose of sections 181.931 to 181.935 the terms defined in this section have the meanings given them. Subd. 2. Employee. "Employee" means a person who performs services for hire in Minnesota for an employer. Employee does not include an independent contractor. Subd. 3. Employer. "Employer" means any person having one or more employees in Minnesota and includes the state and any political subdivision of the state. Subd. 4. Good faith. "Good faith" means conduct that does not violate section 181.932, subdivision 3. Subd. 5. Penalize. "Penalize" means conduct that might dissuade a reasonable employee from making or supporting a report, including post-termination conduct by an employer or conduct by an employer for the benefit of a third party. Subd. 6. Report. "Report" means a verbal, written, or electronic communication by an employee about an actual, suspected, or planned violation of a statute, regulation, or common law, whether committed by an employer or a third party. History:  1987 c 76 s 1; 2013 c 83 s 1-3
MN Stat § 181.933 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.933 — Notice Of Termination.

181.933 NOTICE OF TERMINATION. Subdivision 1. Notice required. An employee who has been involuntarily terminated may, within 15 working days following such termination, request in writing that the employer inform the employee of the reason for the termination. Within ten working days following receipt of such request, an employer shall inform the terminated employee in writing of the truthful reason for the termination. Subd. 2. Defamation action prohibited. No communication of the statement furnished by the employer to the employee under subdivision 1 may be made the subject of any action for libel, slander, or defamation by the employee against the employer. History:  1987 c 76 s 3; 2001 c 95 s 1
MN Stat § 181.934 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.934 — Employee Notice.

181.934 EMPLOYEE NOTICE. The Department of Labor and Industry shall promulgate rules for notification of employees by employers of an employee's rights under sections 181.931 to 181.935. History:   1987 c 76 s 4
MN Stat § 181.935 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.935 — Individual Remedies; Penalty.

181.935 INDIVIDUAL REMEDIES; PENALTY. (a) In addition to any remedies otherwise provided by law, an employee injured by a violation of section 181.932 may bring a civil action to recover any and all damages recoverable at law, together with costs and disbursements, including reasonable attorney's fees, and may receive such injunctive and other equitable relief as determined by the court. (b) An employer who failed to notify, as required under section 181.933 or 181.934, an employee injured by a violation of section 181.932 is subject to a civil penalty of $25 per day per injured employee not to exceed $750 per injured employee. (c) If the district court determines that a violation of section 181.932 occurred, the court may order any appropriate relief, including but not limited to reinstatement, back pay, restoration of lost service credit, if appropriate, compensatory damages, and the expungement of any adverse records of an employee who was the subject of the alleged acts of misconduct. History:  1987 c 76 s 5; 2007 c 135 art 3 s 17
MN Stat § 181.937 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.937 — Reprisals For Failure To Contribute; Civil Action.

181.937 REPRISALS FOR FAILURE TO CONTRIBUTE; CIVIL ACTION. No employer shall engage in any reprisal against an employee for declining to participate in contributions or donations to charities or community organizations, including contributions to the employer itself. "Employer" means any person having one or more employees in Minnesota and includes the state, the University of Minnesota, and any political subdivisions of the state. An employee injured by a violation of this section may bring an action for compensatory damages, injunctive or other equitable relief, attorney's fees and costs. For purposes of this section "reprisal" means any discipline; any form of intimidation, harassment, or threat; or any penalty regarding the employee's compensation, terms, conditions, location, or privileges of employment. History:   1988 c 455 s 1
MN Stat § 181.938 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.938 — Nonwork Activities; Prohibited Employer Conduct.

181.938 NONWORK ACTIVITIES; PROHIBITED EMPLOYER CONDUCT. Subdivision 1. Definition. For the purpose of this section, "employer" has the meaning given it in section 179.01, subdivision 3. Subd. 2. Prohibited practice. An employer may not refuse to hire a job applicant or discipline or discharge an employee because the applicant or employee engages in or has engaged in the use or enjoyment of lawful consumable products, if the use or enjoyment takes place off the premises of the employer during nonworking hours. For purposes of this section, "lawful consumable products" means products whose use or enjoyment is lawful and which are consumed during use or enjoyment, and includes food, alcoholic or nonalcoholic beverages, and tobacco. Subd. 3. Exceptions. (a) It is not a violation of subdivision 2 for an employer to restrict the use of lawful consumable products by employees during nonworking hours if the employer's restriction: (1) relates to a bona fide occupational requirement and is reasonably related to employment activities or responsibilities of a particular employee or group of employees; or (2) is necessary to avoid a conflict of interest or the appearance of a conflict of interest with any responsibilities owed by the employee to the employer. (b) It is not a violation of subdivision 2 for an employer to refuse to hire an applicant or discipline or discharge an employee who refuses or fails to comply with the conditions established by a chemical dependency treatment or aftercare program. (c) It is not a violation of subdivision 2 for an employer to offer, impose, or have in effect a health or life insurance plan that makes distinctions between employees for the type of coverage or the cost of coverage based upon the employee's use of lawful consumable products, provided that, to the extent that different premium rates are charged to the employees, those rates must reflect the actual differential cost to the employer. (d) It is not a violation of subdivision 2 for an employer to refuse to hire an applicant or discipline or discharge an employee on the basis of the applicant's or employee's past or present job performance. Subd. 4. Remedy. The sole remedy for a violation of subdivision 2 is a civil action for damages. Damages are limited to wages and benefits lost by the individual because of the violation. A court shall award the prevailing party in the action, whether plaintiff or defendant, court costs and a reasonable attorney fee. History:   1992 c 538 s 1
MN Stat § 181.940 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.940 — Definitions.

181.940 DEFINITIONS. Subdivision 1. Scope. For the purposes of sections 181.940 to 181.944, the terms defined in this section have the meanings given them. Subd. 2. Employee. "Employee" means a person who performs services for hire for an employer from whom a leave is requested under sections 181.940 to 181.944 for: (1) at least 12 months preceding the request; and (2) for an average number of hours per week equal to one-half the full-time equivalent position in the employee's job classification as defined by the employer's personnel policies or practices or pursuant to the provisions of a collective bargaining agreement, during the 12-month period immediately preceding the leave. Employee includes all individuals employed at any site owned or operated by the employer but does not include an independent contractor. Subd. 3. Employer. "Employer" means a person or entity that employs 21 or more employees at at least one site, except that, for purposes of the school leave allowed under section 181.9412, employer means a person or entity that employs one or more employees in Minnesota. The term includes an individual, corporation, partnership, association, nonprofit organization, group of persons, state, county, town, city, school district, or other governmental subdivision. Subd. 4. Child. "Child" means an individual under 18 years of age or an individual under age 20 who is still attending secondary school. History:  1987 c 359 s 1; 1990 c 577 s 1; 1991 c 268 s 1; 2014 c 239 art 3 s 1
MN Stat § 181.941 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.941 — Pregnancy And Parenting Leave.

181.941 PREGNANCY AND PARENTING LEAVE. Subdivision 1. Twelve-week leave; pregnancy, birth, or adoption. (a) An employer must grant an unpaid leave of absence to an employee who is: (1) a biological or adoptive parent in conjunction with the birth or adoption of a child; or (2) a female employee for prenatal care, or incapacity due to pregnancy, childbirth, or related health conditions. (b) The length of the leave shall be determined by the employee, but must not exceed 12 weeks, unless agreed to by the employer. Subd. 2. Start of leave. The leave shall begin at a time requested by the employee. The employer may adopt reasonable policies governing the timing of requests for unpaid leave and may require an employee who plans to take a leave under this section to give the employer reasonable notice of the date the leave shall commence and the estimated duration of the leave. For leave taken under subdivision 1, paragraph (a), clause (1), the leave must begin within 12 months of the birth or adoption; except that, in the case where the child must remain in the hospital longer than the mother, the leave must begin within 12 months after the child leaves the hospital. Subd. 3. No employer retribution. An employer shall not retaliate against an employee for requesting or obtaining a leave of absence as provided by this section. Subd. 4. Continued insurance. The employer must continue to make coverage available to the employee while on leave of absence under any group insurance policy, group subscriber contract, or health care plan for the employee and any dependents. Nothing in this section requires the employer to pay the costs of the insurance or health care while the employee is on leave of absence. History:  1987 c 359 s 2; 1990 c 577 s 2; 2014 c 239 art 3 s 2
MN Stat § 181.9412 (2021)
2021 Minnesota Statutes|Chapters 175 - 186 — Labor, Industry|Chapter 181 — Employment|Section 181.9412 — School Conference And Activities Leave.

181.9412 SCHOOL CONFERENCE AND ACTIVITIES LEAVE. Subdivision 1. Definition. For purposes of this section, "employee" does not include the requirement of section 181.940, subdivision 2, clause (1). Subd. 1a. Foster child. For the purpose of this section, "child" includes a foster child. Subd. 2. Leave of 16 hours. An employer must grant an employee leave of up to a total of 16 hours during any 12-month period to attend school conferences or school-related activities related to the employee's child, provided the conferences or school-related activities cannot be scheduled during nonwork hours. If the employee's child receives child care services as defined in section 119B.011, subdivision 7, or attends a prekindergarten regular or special education program, the employee may use the leave time provided in this section to attend a conference or activity related to the employee's child, or to observe and monitor the services or program, provided the conference, activity, or observation cannot be scheduled during nonwork hours. When the leave cannot be scheduled during nonwork hours and the need for the leave is foreseeable, the employee must provide reasonable prior notice of the leave and make a reasonable effort to schedule the leave so as not to disrupt unduly the operations of the employer. Subd. 3. No pay required; substitute of paid leave. Nothing in this section requires that the leave be paid; except that an employee may substitute any accrued paid vacation leave or other appropriate paid leave for any part of the leave under this section. History:  1990 c 577 s 3; 1992 c 438 s 2; 1996 c 341 s 1; 1996 c 408 art 11 s 4; 1999 c 205 art 5 s 21; 2002 c 380 art 5 s 1