Minnesota Application Forms laws & HR compliance analysis

Minnesota Application Forms: What you need to know

The Minnesota Human Rights Act prohibits employers from asking a prospective employee about race, color, creed, religion, national origin, sex, marital status, status with regard to public assistance, familial status, disability, sexual orientation (including gender identity), age (18 years or older), or membership or activity in a local commission, unless based on a bona fide occupational qualification (BFOQ) (MN Stat. Sec. 363A.08). The Act covers all employers, regardless of size (MN Stat. Sec. 363A.03).
"Sex" is defined to include pregnancy, childbirth, disabilities related to pregnancy or childbirth, and sexual harassment (MN Stat. Sec. 363A.01).
"Familial status" is defined as the condition of one or more minors being domiciled with (1) their parent or parents or the minor’s legal guardian or (2) the designee of the parent or parents or guardian with the written permission of the parent or parents or guardian.
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Association protected. Employers are also prohibited from discriminating against a prospective employee because of the applicant's association with a person or group of persons with disabilities or who are of a different race, color, creed, religion, sexual orientation, or national origin (MN Stat. Sec. 363A.15).
Retaliation prohibited. It is unlawful for an employer to fail to hire, or to discharge, expel, or otherwise discriminate against a person because the person has opposed any unlawful discriminatory practice or filed a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing under the Act (MN Stat. Sec. 363A.15). Any form of intimidation, retaliation, or harassment is prohibited, and employers are specifically prohibited from taking the ...

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