Minnesota National Origin Discrimination laws & HR compliance analysis

Minnesota National Origin Discrimination: What you need to know

The Minnesota Human Rights Act, which applies to all employers in the state, prohibits discrimination in employment based on national origin (MN Stat. Sec. 363A.03 et seq.). The term “national origin,” as used in the Act, refers to a person's place of birth or the place of birth of his or her ancestors. Under the Act, it is unlawful to:
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• Refuse to hire or to maintain a system of employment that unreasonably excludes a person seeking employment because of national origin, unless based on a bona fide occupational qualification (BFOQ).
• Discharge or discriminate against a person with respect to hiring, tenure, compensation, terms, upgrading, conditions, facilities, or privileges of employment.
• Require or request a person to furnish information that pertains to national origin.
• Seek and obtain information regarding national origin for purposes of making a job decision, information from any source, unless for the purpose of compliance with any rule, regulation, or law of the United States or of the state that requires the information.
• Print or publish a notice or advertisement that relates to employment and discloses a preference, limitation, specification, or discrimination based on national origin, unless based on a BFOQ.
• Aid, abet, incite, compel, or coerce a person to commit acts prohibited by the Act.
• Obstruct or prevent a person from complying with the Act or any order of the Minnesota Human Rights Commission.
• Discriminate, retaliate, or harass an individual because of his or her association with a person or group of persons who are of a different national origin.
Employers are prohibited from engaging in any reprisal against an individual who has opposed unlawful discrimination, ...

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