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Minnesota Government Contractors: What you need to know

Every contract or subcontract for or on behalf of Minnesota, or any county, city, town, township, school, school district, or any other district in the state, for materials, supplies, or construction, must contain certain provisions prohibiting discrimination in employment (MN Stat. Sec. 181.59). Required provisions include:
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• No contractor, material supplier, or vendor will discriminate in hiring or employment against any person on the basis of race, creed, or color who is qualified and available to perform the work.
• No contractor, material supplier, or vendor will discriminate against, intimidate, or prevent the hiring, employment, or working of any person on the basis or race, creed or color.
• A violation of this law is a misdemeanor.
• The contract may be canceled or terminated and all money due or to become due may be forfeited for a second or any subsequent violation of the contract terms.
A contractor for goods and services that bids for or makes a proposal on a contract for goods or services in excess of $100,000 with the state and has 40 or more full-time employees on a single working day within the previous 12 months, either within the state or outside the state where the contractor has its principal place of business, must have a written affirmative action plan (MN Stat. Sec. 363A.36).
The plan must cover women, minorities, and the disabled, and must be approved by the commissioner of Human Rights. The commissioner will issue a certificate of compliance after approving the affirmative action plan. Certificates are valid for 2 years, but they may be revoked if the contractor fails to make a good-faith effort to implement the affirmative action plan. If a ...

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Government Contractors Products

Affirmative Action Webinar Recording
BLR Webinar - "Affirmative Action: OFCCP Stepping Up Enforcement Efforts; What Government Contractors Need To Know""
OFCCP Webinar Recording
BLR Webinar: "OFCCP: Increased Enforcement Means Heightened Scrutiny; How To Prepare for the Spotlight""
The New EEO-1 Report: 5 Steps to Ensure Compliance: Special Report - Download
This special report will ensure compliance with the new changes on the EEO form. The report focuses on the critical steps employers should take. Download now."
The Dodd-Frank Act of 2010 Webinar Recording
BLR Webinar: "The Dodd-Frank Act of 2010: What Employers Must Know—and Do—To Comply With This Sweeping New Legislation""
Off the Clock Time Webinar Recording
BLR Webinar: "Off the Clock? How To Determine When Time Worked Is Compensable Under Federal Law""
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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.
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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

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