Claim your Copy of
Top 100 FLSA
Overtime Q&As
Your email address will not be published. Required fields are marked *

Minnesota Wage and Hour Investigations: What you need to know

The commissioner of labor and industry (or his or her authorized representative) has the authority to enter any place of employment in the state during office hours to inspect and transcribe books, registers, payrolls, and other records of any employer that in any way relate to wages, hours, and other conditions of employment of any employees. The commissioner may also question employees. The commissioner may investigate wage claims or complaints by an employee against an employer if the failure to pay a wage may violate Minnesota law. In addition, the commissioner may question employees to determine whether the employee is complying with the Minnesota Fair Labor Standards Act (MN Stat. Sec. 177.27).
For a Limited Time receive a FREE Compensation Market Analysis Report! Find out how much you should be paying to attract and retain the best applicants and employees, with customized information for your industry, location, and job. Get Your Report Now!
Each employer covered by the Act must maintain for at least 3 years certain employment records, including the name, address, and occupation of each employee, the pay rate and wages paid each pay period to each employee, as well as the hours each employee works each day and workweek (MN Stat. Sec. 177.30).
Employers must provide the commissioner with photocopies of those employment records, certified copies or, if the commissioner desires, the original records (MN Stat. Sec. 177.27). The commissioner may fine the employer up to $1,000 for each failure to submit or deliver the requested records. In determining the amount of a civil penalty, the size of the employer’s business and the gravity of the violation will be considered.
Under Minnesota law, it is a misdemeanor to:
• Hinder or delay the commissioner's investigation;
• Refuse to admit the commissioner;
• Repeatedly fail to meet recordkeeping requirements;
• Falsify a record;
• Refuse to make records available for inspection;
• Refuse to provide a ...

>> Read more about Wage and Hour Investigations

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

Minnesota Wage and Hour Investigations Resources

Wage and Hour Investigations Products

Free Special Reports
Get Your FREE Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
Download Now!

This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave

Download Now!