As a reminder to all our clients and friends, please ensure that you are complying with this requirement. The Minnesota Department of labor has recently announced if they will be auditing employers to ensure they are meeting their requirements. This regulation is separate and distinct from the Wage Theft Law. if you have any questions or need assistance, please contact Synergy Human Resources.
All employers must provide each employee with a written notice at the start of their employment and keep a signed copy of the notice on file. The notice must contain required information about an employee’s employment status and terms of employment. The notice must include a statement, in multiple languages, that informs employees they may request the notice be provided to them in another language. Employers are also required to provide employees in writing any changes to the information in the notice before the date the changes take effect.
Employers may use the example notice or create their own. In Minneapolis, employers may have additional wage theft requirements under the city’s Wage Theft Ordinance.
Minnesota labor standards law requires employers to provide each employee with a written notice detailing important terms of employment, including how much the employee will earn, when they will be paid and who owns the company they will be working for.
The notice must be issued at the start of employment. Employers
are also required to provide employees in writing any changes to
the information in the notice before the date the changes take
effect. For those employees hired before the notice requirement
was established (before July 1, 2019), a notice should be issued
the first time any of the terms covered by the notice change, such
as a pay-rate change. Employers are required to keep a signed
copy.
Required information for the notice:
- Employee’s employment status (whether the employee is exempt from minimum wage, overtime and other state wage and hour laws, and on what basis; see Minnesota Statutes 177).
- Number of days in the employee’s pay period and the regularly scheduled payday.
- Date the employee will receive the first payment of wages.
- Employee’s rate or rates of pay, including whether the employee is paid by the hour, shift, day, week, salary, piece, commission or other method, and when and how these rates apply.
- Allowances that may be claimed for meals and lodging (see Minnesota Rules 5200). Provision of paid vacation, sick time or other paid time off (PTO), how the paid time off will accrue and terms for its use.
- List of deductions that may be made from the employee’s pay.
- Employer’s legal name and the operating name, if different.
- Address of employer’s main office or principal place of business and a mailing address, if different.
- Employer’s telephone number.
- Employee’s signature acknowledging receipt of the notice.
