Minnesota Hiring laws & HR compliance analysis

Minnesota Hiring: What you need to know

Discrimination. The Minnesota Human Rights Act prohibits hiring practices that discriminate based on race, color, creed, religion, national origin, sex (including pregnancy, childbirth, and related disabilities), marital status, receipt of public assistance, familial status, membership or activity in a local commission, disability, age (18 years or older), or sexual orientation (includes gender identity). The Act covers all employers regardless of size Minn. Stat. § 363A.08 et seq.). More information is available at the Minnesota Discrimination and Age Discrimination sections.
“Familial status” is defined as the condition of one or more minors being domiciled with (1) their parent or parents or the minors’ legal guardian or (2) the designee of the parent or parents or guardian with the written permission of the parent or parents or guardian.
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 (Minn. Stat. § 363A.15).
Veterans’ preference. A private, nonpublic employer may voluntarily adopt and apply a policy that gives preference in hiring to a veteran, the spouse of a disbled veteran, or the surviving spouse of a deceased veteran (Minn. Stat. § 197.4551). In public employment, veterans are entitled to preference in hiring for most positions (Minn. Stat. § 43A.11).
“Ban the box” law. State law prohibits all employers from inquiring about, considering, or requiring disclosure of an applicant's criminal record or criminal history until the applicant has been ...

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