reglab/statecodes huggingface dataset:
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.254 — Construction Workers Insurance Benefit Funds; Definitions.

179.254 CONSTRUCTION WORKERS INSURANCE BENEFIT FUNDS; DEFINITIONS.
Subdivision 1.
Scope.
For the purposes of sections 179.254 to 179.256, the following terms shall have the meanings subscribed to them.
Subd. 2.
Benefit fund.
"Benefit fund" means any trust fund established and operated for the purpose of providing medical, hospitalization, and other types of insurance, and other health, welfare and pension benefits for construction workers.
Subd. 3.
Construction worker.
"Construction worker" means any laborer or member of a trade who is employed in the building or construction industry and who is engaged in, but not limited to, any of the following occupations: carpenters, electricians, plumbers, bricklayers, masons, steamfitters, pipefitters, iron workers, sheet metal workers, cement finishers, laborers, operating engineers, lathers, plasterers, painters, pipe coverers, and glaziers.
Subd. 4.
Member.
"Member" means any construction worker who is qualified to receive benefits from a benefit fund under the rules of that fund.
History:
1974 c 50 s 1; 1976 c 232 s 1; 1986 c 444
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.255 — Payments Into Home Benefit Fund.

179.255 PAYMENTS INTO HOME BENEFIT FUND.
Whenever a construction worker who is a member of a benefit fund works temporarily in a location such that contributions are made by or for the worker into another benefit fund, the trustees of the fund, or their agent, shall pay all such money to the trustees of the fund to which the construction worker is a member, except that such payment shall not exceed the rate of contribution to the fund in which the construction worker is a member. Payments may be made by check and shall be made promptly and regularly, at least once every 30 days. Each such payment from the trustees of one fund to the trustees of another shall be accompanied by a written statement including the name, address, and Social Security number of each construction worker for whom payment is made, the amount being paid for each worker, and the number of hours of work for which payment is being made.
History:
1974 c 50 s 2; 1986 c 444
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.256 — Notification.

179.256 NOTIFICATION.
Whenever a construction worker may qualify for the reimbursement of benefit payments to a home benefit fund as described in section 179.255, the trustees of the benefit fund of which the worker is a member, or their agent, shall so notify the trustees of the benefit fund to which payments will be made during the temporary period of work. Such notification shall be made promptly in writing and shall include the name, address, and Social Security number of the construction worker and the starting date of the temporary period of work.
History:
1974 c 50 s 3; 1986 c 444
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.257 — Application.

179.257 APPLICATION.
The provisions of sections 179.254 to 179.256 requiring the transfer of payments between benefit funds shall apply only to those benefit funds which are established, located and maintained within this state. However nothing contained herein shall be construed to discourage the legislature of another state or to prohibit the trustees of a benefit fund which is located in another state from providing, in accordance with sections 179.254 to 179.257 and on a wholly reciprocal basis, transfers between such foreign benefit fund or funds and a benefit fund located within the state of Minnesota.
History:
1974 c 50 s 4
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.26 — Definitions; Certain Representation Disputes.

179.26 DEFINITIONS; CERTAIN REPRESENTATION DISPUTES.
When used in sections 179.26 to 179.29, unless the context clearly indicates otherwise, each of the following words: employee, labor organization, strike, and lockout shall have the meaning ascribed to it in section 179.01.
History:
1945 c 414 s 1; 1949 c 299 s 1
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.27 — Strikes Or Boycotts Prohibited.

179.27 STRIKES OR BOYCOTTS PROHIBITED.
When certification of a representative of employees for collective bargaining purposes has been made by proper federal or state authority, it is unlawful during the effective period of such certification for any employee, representative of employees or labor organization to conduct a strike or boycott against the employer of such employees or to picket any place of business of the employer in order, by such strike, boycott or picketing, (1) to deny the right of the representative so certified to act as such representative or (2) to prevent such representative from acting as authorized by such certification, or (3) to interfere with the business of the employer in an effort to do either act specified in clauses (1) and (2) hereof.
History:
1945 c 414 s 2
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.28 — Recovery For Tort.

179.28 RECOVERY FOR TORT.
Any employer injured through commission of any unlawful act as provided in section 179.27 shall have a cause of action against any employees, representative of employees, or labor organization committing such unlawful act, and shall recover in a civil action all damages sustained by the employer from such injury.
History:
1945 c 414 s 3; 1986 c 444
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.29 — District Court Has Jurisdiction.

179.29 DISTRICT COURT HAS JURISDICTION.
The district court of any county in which the employer does any business shall have jurisdiction to entertain an action arising under sections 179.26 to 179.29. Such action shall be tried by the court with a jury unless a jury be waived.
History:
1945 c 414 s 4
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.35 — Definitions; Hospital No Strike And Arbitration Act.

179.35 DEFINITIONS; HOSPITAL NO STRIKE AND ARBITRATION ACT.
Subdivision 1.
Scope.
Unless the language or context clearly indicates that a different meaning is intended, the following words, terms and phrases, for the purposes of sections 179.35 to 179.39, shall be given the meanings subjoined to them.
Subd. 2.
Charitable hospital.
"Charitable hospital" includes all county and municipal hospitals and any hospital no part of the net income of which inures to the benefit of any private member, stockholder, or individual.
Subd. 3.
Hospital employee.
"Hospital employee" includes any person employed in any capacity by a charitable hospital, except an employee whose services are performed exclusively in connection with the operation of a commercial or industrial enterprise owned or operated by the charitable hospital for the production of profit, irrespective of the purposes to which such profit may be applied, and not engaged in any activity affecting the essential functions of the hospital.
Subd. 4.
Labor dispute.
"Labor dispute" includes any controversy concerning employment, tenure, conditions, or terms of employment or concerning the association or right of representation of persons in negotiating, fixing, maintaining, changing, or seeking to arrange terms, tenure, or other conditions of employment, regardless of whether or not the relationship of employer and employee exists as to the disputants.
Subd. 5.
Strike.
"Strike" means the temporary stoppage of work by the concerted action of two or more hospital employees as a result of a labor dispute.
Subd. 6.
Lockout.
"Lockout" means the refusal of a charitable hospital to furnish work to employees as a result of a labor dispute.
History:
1947 c 335 s 1; 1973 c 626 s 1
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.36 — Strikes Prohibited.

179.36 STRIKES PROHIBITED.
It is unlawful for any hospital employee or representative of the employee, as defined in Minnesota Statutes 1945, section 179.01, subdivision 5, to encourage, participate in, or cause any strike or work stoppage against or directly involving a charitable hospital.
History:
1947 c 335 s 2
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.38 — Arbitration Mandatory.

179.38 ARBITRATION MANDATORY.
In the event of the existence of any labor dispute which cannot be settled by negotiation between the charitable hospital employers and their employees, either such employers or employees may petition and avail themselves of the provisions of sections 179.01 to 179.17, insofar as sections are not inconsistent with the provisions of sections 179.35 to 179.39. If such dispute is not settled within ten days after submission to mediation, any unsettled issue concerning terms and conditions of employment, and other conditions of employment concerning union security shall, upon service of written notice by either party upon the other party and the commissioner, be submitted to the determination of a board of arbitrators whose determination shall be final and binding upon the parties. For public employers, "terms and conditions of employment" has the meaning given it in section 179A.03, subdivision 19. The board of arbitrators shall be selected and proceed in the following manner, unless otherwise agreed between the parties: the employers shall appoint one arbitrator, the employees shall appoint one arbitrator, and the two arbitrators so chosen shall appoint a third arbitrator who shall act as chair and who shall receive reasonable compensation for the work; but if said arbitrators are unable to agree upon the appointment of such third arbitrator within five days after submission to arbitration, the commissioner shall submit five names to the parties and the parties shall select the third arbitrator, who shall act as chair, from the five submitted by the commissioner. The selection of the third arbitrator shall be by the process of elimination, with the parties taking turns at striking names from the list of five submitted by the commissioner, until only one name remains. If the parties are unable to agree with respect to which party shall take the first turn for the purpose of striking a name, it shall be decided by the flip of a coin. Each party shall be responsible for compensating the arbitrator of their choice, and the parties shall share equally the compensation paid to the third arbitrator. The board of arbitrators shall serve as a temporary arbitration tribunal and shall have the powers provided for commissioners under section 179.08. The board of arbitrators shall make its determination with all due diligence and shall file a copy of its report with the commissioner.
History:
1947 c 335 s 4; 1969 c 1129 art 2 s 19; 1973 c 723 s 1; 1986 c 444; 1987 c 45 s 8; 1987 c 186 s 15; 1996 c 382 s 1
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.39 — Sections Not Applicable.

179.39 SECTIONS NOT APPLICABLE.
The provisions of Minnesota Statutes 1945, sections 185.02 to 185.19, shall not apply in the case of a threatened or existing strike or other work stoppage by hospital employees or in the case of a lockout by a charitable hospital, and such threatened or existing strike or other work stoppage or lockout may be enjoined by a court of equity.
History:
1947 c 335 s 5
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.40 — Secondary Boycott; Declaration Of Policy.

179.40 SECONDARY BOYCOTT; DECLARATION OF POLICY.
As a guide to the interpretation and application of sections 179.40 to 179.47, the public policy of this state is declared to be:
To protect and promote the interests of the public, employees and employers alike, with due regard to the situation and to the rights of the others;
To promote industrial peace, regular and adequate income for employees, and uninterrupted production of goods and services; and
To reduce the serious menace to the health, morals and welfare of the people of this state arising from economic insecurity due to stoppages and interruptions of business and employment.
It is recognized that whatever may be the rights of disputants with respect to each other in any controversy, they should not be permitted, in their controversy, to intrude directly into the primary rights of third parties to earn a livelihood, transact business, and engage in the ordinary affairs of life by lawful means and free from molestation, interference, restraint or coercion. The legislature, therefore, declares that, in its considered judgment, the public good and the general welfare of the citizens of this state will be promoted by prohibiting secondary boycotts and other coercive practices in this state.
History:
1947 c 486 s 1
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.41 — Secondary Boycott Defined.

179.41 SECONDARY BOYCOTT DEFINED.
As used in sections 179.40 to 179.47, the term "secondary boycott" means any combination, agreement, or concerted action;
(1) to refuse to handle goods or to perform services for an employer because of a labor dispute, agreement, or failure of agreement between some other employer and its employees or a bona fide labor organization; or
(2) to cease performing or to cause any employees to cease performing any services for an employer, or to cause loss or injury to such employer or to its employees, for the purpose of inducing or compelling such employer to refrain from doing business with, or handling the products of, any other employer because of a dispute, agreement, or failure of agreement between the latter and its employees or a labor organization; or
(3) to cease performing or to cause any employer to cease performing any services for another employer, or to cause any loss or injury to such other employer, or to its employees, for the purpose of inducing or compelling such other employer to refrain from doing business with, or handling the products of, any other employer because of an agreement, dispute, or failure of agreement between the latter and its employees or a labor organization.
History:
1947 c 486 s 2; 1986 c 444
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.42 — Unlawful Act And Unfair Labor Practice.

179.42 UNLAWFUL ACT AND UNFAIR LABOR PRACTICE.
It is an unlawful act and an unfair labor practice for any person or organization to combine with another, to cause loss or injury to an employer, to refuse to handle or work on particular goods or equipment or perform services for an employer, or to withhold patronage, or to induce, or to attempt to induce, another to withhold patronage or other business intercourse, for the purpose of inducing or coercing such employer to persuade or otherwise encourage or discourage its employees to join or to refrain from joining any labor union or organization or for the purpose of coercing such employer's employees to join or refrain from joining any labor union or organization.
History:
1947 c 486 s 3; 1986 c 444
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.43 — Illegal Combination; Violation Of Public Policy.

179.43 ILLEGAL COMBINATION; VIOLATION OF PUBLIC POLICY.
A secondary boycott as hereinbefore defined is hereby declared to be an illegal combination in restraint of trade and in violation of the public policy of this state.
History:
1947 c 486 s 4
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.45 — Rights And Remedies.

179.45 RIGHTS AND REMEDIES.
Any person who shall be affected by, or subjected to, or threatened with a secondary boycott, or any of the acts declared to be unlawful by sections 179.40 to 179.47, shall have all the rights and remedies provided for in Minnesota Statutes 1945, chapter 179, but shall not be restricted to such remedies.
History:
1947 c 486 s 6
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.46 — Limitations; Federal Act.

179.46 LIMITATIONS; FEDERAL ACT.
Nothing in sections 179.40 to 179.47 shall be construed as requiring any person to work or perform services against the person's will for any other person, nor to prohibit a strike, picketing or bannering which is otherwise lawful under the statutes and laws of this state; nothing in sections 179.40 to 179.47 shall be construed to apply to the refusal by an employee to enter upon the premises of an employer other than the employee's own employer when the employees of such other employer are engaged in a strike which is not an unfair labor practice, but does not include any person subject to the Federal Railway Labor Act as amended from time to time.
History:
1947 c 486 s 7; 1986 c 444
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.47 — Construction Of Sections 179.40 To 179.47.

179.47 CONSTRUCTION OF SECTIONS 179.40 TO 179.47.
Nothing contained in sections 179.40 to 179.47 is intended or shall be construed to repeal sections 179.01 to 179.13 and 179.14 to 179.39, or any part or parts thereof.
History:
1947 c 486 s 9
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.60 — Interfering With Employee Or Membership In Union.

179.60 INTERFERING WITH EMPLOYEE OR MEMBERSHIP IN UNION.
It shall be unlawful for any person, company, or corporation, or any agent, officer, or employee thereof, to coerce, require, or influence any person to enter into any agreement, written or verbal, not to join, become, or remain a member of any lawful labor organization or association, as a condition of securing or retaining employment with such person, firm, or corporation. It shall be unlawful for any person, company, or corporation, or any officer or employee thereof, to coerce, require, or influence any person to contribute or pay to any person, company, or corporation, or any officer or employee thereof, any sum of money or other valuable thing for the sole purpose of securing or retaining employment with such person, firm, or corporation. It shall be unlawful for any two or more corporations or employers to combine, to agree to combine, or confer together for the purpose of interfering with any person in procuring, or in preventing the person from procuring, employment, or to secure the discharge of any employee by threats, promises, circulating blacklists, or any other means whatsoever. It shall be unlawful for any company or corporation, or any agent or employee thereof, to blacklist any discharged employee, or by word or writing seek to prevent, hinder, or restrain a discharged employee, or one who has voluntarily left its employ, from obtaining employment elsewhere. Every person and corporation violating any of the foregoing provisions shall be guilty of a misdemeanor.
History:
(10378) RL s 5097; 1921 c 389 s 1; 1986 c 444
2023 Minnesota Statutes › Chapters 175 - 187 — 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
2023 Minnesota Statutes › Chapters 175 - 187 — 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
2023 Minnesota Statutes › Chapters 175 - 187 — 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
2023 Minnesota Statutes › Chapters 175 - 187 — 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
2023 Minnesota Statutes › Chapters 175 - 187 — 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
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.87 — Title.

179.87 TITLE.
Sections 179.87 to 179.877 may be titled the "Safe Workplaces for Meat and Poultry Processing Workers Act."
History:
2023 c 53 art 5 s 1
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.871 — Definitions.

179.871 DEFINITIONS.
Subdivision 1.
Definitions.
For purposes of sections 179.87 to 179.877, the terms in this section have the meanings given.
Subd. 2.
Authorized employee representative.
"Authorized employee representative" has the meaning given in section 182.651, subdivision 22.
Subd. 3.
Commissioner.
"Commissioner" means the commissioner of labor and industry or the commissioner's designee.
Subd. 4.
Coordinator.
"Coordinator" means the meatpacking industry worker rights coordinator or the coordinator's designee.
Subd. 5.
Meat-processing worker.
"Meat-processing worker" or "worker" means any individual who a meat-processing employer suffers or permits to work directly in contact with raw meatpacking products in a meatpacking operation, including independent contractors and persons performing work for an employer through a temporary service or staffing agency. Workers in a meatpacking operation who inspect or package meatpacking products and workers who clean, maintain, or sanitize equipment or surfaces are included in the definition of a meat-processing worker. Meat-processing worker does not include a federal, state, or local government inspector.
Subd. 6.
Meatpacking operation; meat-processing employer.
"Meatpacking operation" or "meat-processing employer" means a meatpacking or poultry processing site with 100 or more employees in Minnesota and a North American Industrial Classification system (NAICS) code of 311611 to 311615, excluding NAICS code 311613. Meatpacking operation or meat-processing employer does not mean a grocery store, butcher shop, meat market, deli, restaurant, or other business preparing meatpacking products for immediate consumption or for sale in a retail establishment or otherwise directly to an end-consumer.
Subd. 7.
Meatpacking products.
"Meatpacking products" means meat food products and poultry food products as defined in section 31A.02, subdivision 10.
History:
2023 c 53 art 5 s 2
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.872 — Worker Rights Coordinator.

179.872 WORKER RIGHTS COORDINATOR.
(a) The commissioner must appoint a meatpacking industry worker rights coordinator in the Department of Labor and Industry and provide the coordinator with necessary office space, furniture, equipment, supplies, and assistance.
(b) The commissioner must enforce sections 179.87 to 179.877, including inspecting, reviewing, and recommending improvements to the practices and procedures of meatpacking operations in Minnesota. A meat-processing employer must grant the commissioner full access to all meatpacking operations in this state at any time that meatpacking products are being processed or meat-processing workers are on the job.
(c) No later than December 1 each year, beginning December 1, 2024, the coordinator must submit a report to the governor and the chairs and ranking minority members of the legislative committees with jurisdiction over labor. The report must include recommendations to promote better treatment of meat-processing workers. The coordinator shall also post the report on the Department of Labor and Industry's website.
History:
2023 c 53 art 5 s 3
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.873 — Refusal To Work Under Dangerous Conditions.

179.873 REFUSAL TO WORK UNDER DANGEROUS CONDITIONS.
A meat-processing worker has the right to refuse to work under dangerous conditions in accordance with section 182.654, subdivision 11. Pursuant to section 182.654, subdivision 11, the worker shall continue to receive pay and shall not be subject to discrimination.
History:
2023 c 53 art 5 s 4
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.875 — Retaliation Against Employees And Whistleblowers Prohibited.

179.875 RETALIATION AGAINST EMPLOYEES AND WHISTLEBLOWERS PROHIBITED.
(a) Pursuant to section 182.669, no meat-processing employer or other person may discharge or discriminate against a worker because the worker has raised a concern about a meatpacking operation's health and safety practices to the employer or otherwise exercised any right authorized under sections 182.65 to 182.674.
(b) No meat-processing employer or other person may attempt to require any worker to sign a contract or other agreement that would limit or prevent the worker from disclosing information about workplace health and safety practices or hazards, or to otherwise abide by a workplace policy that would limit or prevent such disclosures. Any such agreements or policies are hereby void and unenforceable as contrary to the public policy of this state. An employer's attempt to impose such a contract, agreement, or policy shall constitute an adverse action enforceable under section 179.874.
(c) Reporting or threatening to report a meat-processing worker's suspected citizenship or immigration status, or the suspected citizenship or immigration status of a family member of the worker, to a federal, state, or local agency because the worker exercises a right under sections 179.87 to 179.877 constitutes an adverse action for purposes of establishing a violation of that worker's rights. For purposes of this paragraph, "family member" means a spouse, parent, sibling, child, uncle, aunt, niece, nephew, cousin, grandparent, or grandchild related by blood, adoption, marriage, or domestic partnership.
History:
2023 c 53 art 5 s 6
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179 — Labor Relations › Section 179.877 — Notification Required.

179.877 NOTIFICATION REQUIRED.
(a) Meat-processing employers must provide written information and notifications about employee rights under section 179.86 and sections 179.87 to 179.877 to workers in their language of fluency at least annually. If a worker is unable to understand written information and notifications, the employer must provide such information and notices orally in the worker's language of fluency.
(b) The coordinator must notify covered employers of the provisions of sections 179.87 to 179.877 and any recent updates at least annually.
(c) The coordinator must place information explaining sections 179.87 to 179.877 on the Department of Labor and Industry's website in at least English, Spanish, and any other language that at least ten percent of meat-processing workers communicate in fluently. The coordinator must also make the information accessible to persons with impaired visual acuity.
History:
2023 c 53 art 5 s 8
2023 Minnesota Statutes › Chapters 175 - 187 — 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
2023 Minnesota Statutes › Chapters 175 - 187 — 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
2023 Minnesota Statutes › Chapters 175 - 187 — 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
2023 Minnesota Statutes › Chapters 175 - 187 — 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
2023 Minnesota Statutes › Chapters 175 - 187 — 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
2023 Minnesota Statutes › Chapters 175 - 187 — 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
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179A — Public Employment Labor Relations › Section 179A.104 — Board Of Public Defense.

179A.104 BOARD OF PUBLIC DEFENSE.
Subdivision 1.
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
2023 Minnesota Statutes › Chapters 175 - 187 — 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
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179A — Public Employment Labor Relations › Section 179A.14 — Negotiation Procedures.

179A.14 NEGOTIATION PROCEDURES.
Subdivision 1.
Initiation of negotiation.
(a)
First agreement.
When an exclusive representative desires to meet and negotiate an initial agreement establishing terms and conditions of employment, the exclusive representative shall give written notice to the employer and the commissioner. If the exclusive representative has not been certified by the commissioner under section 179A.12 within one year of such written notice, the employer has ten days from receipt of the notice to object to the demand to negotiate by petitioning the commissioner to investigate either the appropriateness of the unit or the question of representation that the employer believes is raised by the demand, or both. If the employer does not object within ten days, the employer accepts the obligations of section 179A.07, subdivision 2, and the balance of this chapter with regard to such exclusive representative. If the employer does object by filing a petition under this section, the commissioner shall investigate the petition under section 179A.12, subdivision 5.
(b)
Subsequent agreement.
When a party to a contract desires to meet and negotiate an agreement subsequent to the initial agreement, the party shall give written notice to the other party and to the commissioner at least 60 days before the termination date of the existing contract. If a party fails to give the required 60-day notice, the party is subject to a fine of $10 per day for each day the notice is late. The fine for late notice may be waived at the discretion of the commissioner if the commissioner finds that the failure to give timely notice did not prejudice the commissioner or the other party in the fulfillment of their responsibilities and duties. The fine for late notice is the only penalty for late notice under this paragraph.
Subd. 2.
Joint negotiations.
Public employers and exclusive representatives of employees may voluntarily participate in joint negotiations in similar or identical appropriate units. It is the policy of sections 179A.01 to 179A.25 to encourage areawide negotiations, and the commissioner shall encourage it when possible.
Subd. 3.
Public meetings.
All negotiations, mediation sessions, and hearings between public employers and public employees or their respective representatives are public meetings except when otherwise provided by the commissioner.
History:
1984 c 462 s 15; 1985 c 157 s 3; 1987 c 186 s 15; 1989 c 255 s 6
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179A — Public Employment Labor Relations › Section 179A.15 — Mediation.

179A.15 MEDIATION.
Once notice has been given under section 179A.14, the employer or the exclusive representative may petition the commissioner for mediation services.
A petition by an employer shall be signed by the employer or an authorized officer or agent. A petition by an exclusive representative shall be signed by its authorized officer. All petitions shall be served on the commissioner in writing. The petition shall state briefly the nature of the disagreement of the parties. Upon receipt of a petition and upon concluding that mediation would be useful, the commissioner shall fix a time and place for a conference with the parties to negotiate the issues not agreed upon, and shall then take the most expedient steps to bring about a settlement, including assisting in negotiating and drafting an agreement.
If the commissioner determines that mediation would be useful in resolving a dispute, the commissioner may mediate the dispute even if neither party has filed a petition for mediation. In these cases, the commissioner shall proceed as if a petition had been filed.
The commissioner shall not furnish mediation services to any employee or employee representative who is not certified as an exclusive representative.
All parties shall respond to the summons of the commissioner for conferences and shall continue in conference until excused by the commissioner.
History:
1984 c 462 s 16; 1985 c 157 s 4; 1987 c 186 s 15; 1Sp2001 c 10 art 2 s 61
2023 Minnesota Statutes › Chapters 175 - 187 — Labor, Industry › Chapter 179A — Public Employment Labor Relations › Section 179A.17 — New Exclusive Representatives.

179A.17 NEW EXCLUSIVE REPRESENTATIVES.
Subdivision 1.
For teachers.
If a new or different exclusive representative of teachers employed by a local school district is certified by the commissioner at any time other than the period between 120 days before the termination date of a contract and the termination date of the contract, or if on July 1 of any odd-numbered year a representation proceeding involving the employer and the employer's teachers is before the commissioner, section 179A.18, subdivision 2, clause (1), shall apply. In those cases, however, the employer and the exclusive representative of the teachers shall execute a written contract or memorandum of contract no later than 60 days after a certification by the commissioner of a new or different exclusive representative or the resolution by the commissioner of a representation proceeding. Either party may petition the commissioner for assistance in reaching an agreement. If the employer and the exclusive representative of the teachers fail to execute a contract by 60 days after the certification of a new or different exclusive representative or the resolution by the commissioner of a representation proceeding, they shall be conclusively presumed to be at an impasse after having participated in mediation as specified in section 179A.18, subdivision 2, clause (1)(ii).
Subd. 2.
Nonteachers.
If a new or different exclusive representative of employees other than teachers employed by a local school district is certified by the commissioner, or if on the expiration date of an existing contract a representation proceeding is before the commissioner, section 179A.18, subdivision 1, clause (1), shall apply. In those cases, however, the employer and the exclusive representative of the employees shall execute a written contract or memorandum of contract no later than 45 days after a certification by the commissioner of a new or different exclusive representative or the resolution by the commissioner of a representation proceeding. Either party may petition the commissioner for assistance in reaching an agreement. If the employer and the exclusive representative fail to execute a contract by 45 days after the certification of a new or different exclusive representative or the resolution by the commissioner of a representation proceeding, they shall be conclusively presumed to be at an impasse after having participated for a period of no less than 45 days in mediation sessions.
History:
1984 c 462 s 18; 1985 c 157 s 6; 1987 c 186 s 15; 1992 c 582 s 19