Minnesota Lie Detector Tests: What you need to know

Under Minnesota law, it is illegal for employers to require or request employees or prospective employees to submit to a lie detector test, voice stress analysis, or any other test purporting to assess the honesty of an employee or prospective employee. If an employer requests a lie detector test, the employer is required to inform the employee that the test is voluntary.
For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”.  This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.  Download Now
It is also illegal for a person to sell to or interpret for an employer or agent of the employer a test that the person knows has been solicited or required by an employer or agent to test the honesty of an employee or applicant. Any violation of this law is considered a misdemeanor.
Under the law, no person may disclose that another has taken a polygraph or any other honesty test, or the results of that test, except to the person tested or to a person authorized by the tested person to receive the results (MN Stat. Sec. 181.75--181.76).
Penalties. Any violation of this law is a misdemeanor. Employees are specifically authorized to sue in state court for any damage suffered from an employer violating this law, including costs of the investigation and reasonable attorney's fees. The Department of Labor may investigate suspected violations and refer any evidence to the county attorney, who may institute criminal proceedings. If the attorney general of Minnesota determines that a violation is occurring or has occurred, the attorney general may sue, on behalf of the state, to stop the violations.
Under the federal Employee Polygraph Protection Act of 1988(29 USC 2001et seq.), most private employers are prohibited from requiring employees or prospective employees to submit to lie detector tests. The law defines a "lie ...

>> Read more about Lie Detector Tests

More on this topic:

State Requirements

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

Minnesota Lie Detector Tests Resources

Lie Detector Tests Products

Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Critical HR Recordkeeping

Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
Download Now!

This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.