1.1 	A bill for an act
1.2 	relating to employment; prohibiting employers from requiring employees to 
1.3 	attend certain mandatory meetings; providing civil penalties;proposing coding 
1.4 	for new law in Minnesota Statutes, chapter 181.
1.5 	BE IT ENACTED BY THE LEGISLATURE OF THE STATE OF MINNESOTA:

1.6 	Section 1. [181.985] PROHIBITION OF CERTAIN MANDATORY MEETINGS.
1.7 		Subdivision 1.Definitions. (a) For purposes of this section, the terms defined in this 
1.8 	subdivision have the meanings given them.
1.9 	(b) "Employer" means a person having one or more employees in Minnesota, and 
1.10 	includes the state and any political subdivision of the state.
1.11 	(c) "Employee" means a person who performs services for hire in Minnesota for an 
1.12 	employer. Employee does not include an independent contractor.
1.13 	(d) "Labor organization" means an organization that exists for the purpose, in 
1.14 	whole or in part, of collective bargaining, dealing with employers concerning grievances, 
1.15 	terms, or conditions of employment, or of other mutual aid or protection in connection 
1.16 	with employment.
1.17 	(e) "Political matters" includes political party affiliation or the decision to join or not 
1.18 	join any lawful political, social, or community group or activity or any labor organization.
1.19 		Subd. 2.Prohibition of mandatory meetings on politics, religion, or joining a 
1.20 	union. (a) No employer or employer's agent, representative, or designee may require its 
1.21 	employees to attend an employer-sponsored meeting or participate in any communications 
1.22 	with the employer or its agents or representatives, the purpose of which is to communicate 
1.23 	the employer's opinion about religious or political matters.
2.1 	(b) No employer or employer's agent, representative, or designee shall discharge, 
2.2 	discipline, or otherwise penalize or threaten to discharge, discipline, or otherwise penalize 
2.3 	any employee:
2.4 	(1) as a means of requiring an employee to attend a meeting or participate in 
2.5 	communications described in paragraph (a); or
2.6 	(2) because the employee, or a person acting on behalf of the employee, makes a 
2.7 	good faith report, verbally or in writing, of a violation or a suspected violation of this 
2.8 	section, except that such prohibitions shall not be applicable when the employee knows 
2.9 	that such report is false.
2.10 	(c) Nothing in this section shall be construed to limit an employee's right to bring a 
2.11 	common law cause of action against an employer for wrongful termination or to diminish 
2.12 	or impair the rights of a person under any collective bargaining agreement.
2.13 	(d) Nothing in this section shall prohibit:
2.14 	(1) a religious organization from requiring its employees to attend an 
2.15 	employer-sponsored meeting or to participate in any communications with the employer 
2.16 	or its agents or representatives, the primary purpose of which is to communicate the 
2.17 	employer's religious beliefs, practices, or tenets; or
2.18 	(2) a political organization from requiring its employees to attend an 
2.19 	employer-sponsored meeting or to participate in any communications with the employer 
2.20 	or its agents or representatives, the primary purpose of which is to communicate the 
2.21 	employer's political tenets or purposes.
2.22 		Subd. 3.Enforcement. The Department of Labor and Industry shall enforce this 
2.23 	section. The department may assess a fine of up to $5,000 for a violation. The fine, 
2.24 	together with costs and attorney fees, may be recovered in a civil action in the name of 
2.25 	the department brought in the district court of the county where the violation is alleged to 
2.26 	have occurred or where the commission has an office. The fine provided by this section is 
2.27 	in addition to any other remedy provided by law.