<a id="pl.1.3"></a><var>1.3</var>of women; reducing gender segregation in the workforce; reducing the gender <br/>
<a id="pl.1.4"></a><var>1.4</var>pay gap through the participation of women in high-wage, high-demand, <br/>
<a id="pl.1.5"></a><var>1.5</var>nontraditional occupations; establishing a women and nontraditional jobs grant <br/>
<a id="pl.1.6"></a><var>1.6</var>program; modifying eligibility for unemployment benefits when applicant is a <br/>
<a id="pl.1.7"></a><var>1.7</var>victim of sexual assault or stalking; creating a women entrepreneurs business <br/>
<a id="pl.1.8"></a><var>1.8</var>development competitive grant program; providing for pregnancy and parenting <br/>
<a id="pl.1.9"></a><var>1.9</var>leave; requiring pregnancy accommodations; requiring certificates of pay <br/>
<a id="pl.1.10"></a><var>1.10</var>equity compliance as a condition for certain state contracts; classifying data; <br/>
<a id="pl.1.11"></a><var>1.11</var>protecting wage disclosure; prohibiting retaliation; prohibiting discrimination in <br/>
<a id="pl.1.12"></a><var>1.12</var>employment based on status as a family caregiver; clarifying unfair employment <br/>
<a id="pl.1.13"></a><var>1.13</var>practices related to nursing mothers; requiring a report; appropriating money;<br/>
<a id="pl.1.14"></a><var>1.14</var>amending Minnesota Statutes 2012, sections 116L.98; 181.939; 181.940, <br/>
<a id="pl.1.15"></a><var>1.15</var>subdivision 2; 181.941; 181.943; 268.095, subdivisions 1, 6; Minnesota Statutes <br/>
<a id="pl.1.16"></a><var>1.16</var>2013 Supplement, sections 116L.665, subdivision 2; 181.9413; proposing coding <br/>
<a id="pl.1.17"></a><var>1.17</var>for new law in Minnesota Statutes, chapters 116L; 181; 363A.<br/>
<a id="pl.1.18"></a><var>1.18</var>BE IT ENACTED BY THE LEGISLATURE OF THE STATE OF MINNESOTA:<br/>
<br/>
<a id="bill.1.0.0"></a>

<a id="bill.1.1.0"></a><a id="pl.1.21"></a><var>1.21</var>    Section 1. <b>CITATION; WOMEN'S ECONOMIC SECURITY ACT.</b><br/>
<a id="pl.1.22"></a><var>1.22</var>This act shall be known as the Women's Economic Security Act.<br/>
<br/>
<a id="bill.2.0.0"></a>

<a id="bill.2.1.0"></a><a id="pl.1.25"></a><var>1.25</var>    Section 1. Minnesota Statutes 2013 Supplement, section 116L.665, subdivision 2, <br/>
<a id="pl.1.26"></a><var>1.26</var>is amended to read:<br/>
<a id="pl.2.1"></a><var>2.1</var>    Subd. 2. <b>Membership.</b> The governor's Workforce Development Council is <br/>
<a id="pl.2.2"></a><var>2.2</var>composed of 31 members appointed by the governor. The members may be removed <br/>
<a id="pl.2.3"></a><var>2.3</var>pursuant to section 
         <statute_ref>15.059</statute_ref>. In selecting the representatives of the council, the governor <br/>
<a id="pl.2.4"></a><var>2.4</var>shall ensure that 50 percent of the members come from nominations provided by local <br/>
<a id="pl.2.5"></a><var>2.5</var>workforce councils. Local education representatives shall come from nominations <br/>
<a id="pl.2.6"></a><var>2.6</var>provided by local education to employment partnerships. The 31 members shall represent <br/>
<a id="pl.2.7"></a><var>2.7</var>the following sectors:<br/>
<a id="pl.2.8"></a><var>2.8</var>(a) State agencies: the following individuals shall serve on the council:<br/>
<a id="pl.2.9"></a><var>2.9</var>(1) commissioner of the Minnesota Department of Employment and Economic <br/>
<a id="pl.2.10"></a><var>2.10</var>Development;<br/>
<a id="pl.2.11"></a><var>2.11</var>(2) commissioner of the Minnesota Department of Education; and<br/>
<a id="pl.2.12"></a><var>2.12</var>(3) commissioner of the Minnesota Department of Human Services.<br/>
<a id="pl.2.13"></a><var>2.13</var>(b) Business and industry: six individuals shall represent the business and industry <br/>
<a id="pl.2.14"></a><var>2.14</var>sectors of Minnesota.<br/>
<a id="pl.2.15"></a><var>2.15</var>(c) Organized labor: six individuals shall represent labor organizations of Minnesota.<br/>
<a id="pl.2.16"></a><var>2.16</var>(d) Community-based organizations: four individuals shall represent <br/>
<a id="pl.2.17"></a><var>2.17</var>community-based organizations of Minnesota. Community-based organizations are <br/>
<a id="pl.2.18"></a><var>2.18</var>defined by the Workforce Investment Act as private nonprofit organizations that are <br/>
<a id="pl.2.19"></a><var>2.19</var>representative of communities or significant segments of communities and that have <br/>
<a id="pl.2.20"></a><var>2.20</var>demonstrated expertise and effectiveness in the field of workforce investment and may <br/>
<a id="pl.2.21"></a><var>2.21</var>include entities that provide job training services, serve youth, serve individuals with <br/>
<a id="pl.2.22"></a><var>2.22</var>disabilities, serve displaced homemakers, union-related organizations, employer-related <br/>
<a id="pl.2.23"></a><var>2.23</var>nonprofit organizations, and organizations serving nonreservation Indians and tribal <br/>
<a id="pl.2.24"></a><var>2.24</var>governments.<br/>
<a id="pl.2.25"></a><var>2.25</var>(e) Education: six individuals shall represent the education sector of Minnesota <br/>
<a id="pl.2.26"></a><var>2.26</var>as follows:<br/>
<a id="pl.2.27"></a><var>2.27</var>(1) one individual shall represent local public secondary education;<br/>
<a id="pl.2.28"></a><var>2.28</var>(2) one individual shall have expertise in design and implementation of school-based <br/>
<a id="pl.2.29"></a><var>2.29</var>service-learning;<br/>
<a id="pl.2.30"></a><var>2.30</var>(3) one individual shall represent leadership of the University of Minnesota;<br/>
<a id="pl.2.31"></a><var>2.31</var>(4) one individual shall represent secondary/postsecondary vocational institutions;<br/>
<a id="pl.2.32"></a><var>2.32</var>(5) the chancellor of the Board of Trustees of the Minnesota State Colleges and <br/>
<a id="pl.2.33"></a><var>2.33</var>Universities; and<br/>
<a id="pl.2.34"></a><var>2.34</var>(6) one individual shall have expertise in agricultural education.<br/>
<a id="pl.2.35"></a><var>2.35</var>(f) Other: two individuals shall represent other constituencies including:<br/>
<a id="pl.2.36"></a><var>2.36</var>(1) units of local government; and<br/>
<a id="pl.3.1"></a><var>3.1</var>(2) applicable state or local programs.<br/>
<a id="pl.3.2"></a><var>3.2</var>The speaker and the minority leader of the house of representatives shall each <br/>
<a id="pl.3.3"></a><var>3.3</var>appoint a representative to serve as an ex officio member of the council. The majority <br/>
<a id="pl.3.4"></a><var>3.4</var>and minority leaders of the senate shall each appoint a senator to serve as an ex officio <br/>
<a id="pl.3.5"></a><var>3.5</var>member of the council.<br/>
<a id="pl.3.6"></a><var>3.6</var>The governor shall appoint one individual representing public libraries, one <br/>
<a id="pl.3.7"></a><var>3.7</var>individual with expertise in assisting women in obtaining employment in nontraditional <br/>
<a id="pl.3.8"></a><var>3.8</var>occupations, and one individual representing adult basic education programs to serve as a<br/>
<a id="pl.3.9"></a><var>3.9</var> nonvoting advisor advisors to the council.<br/>
<a id="pl.3.10"></a><var>3.10</var>(g) Appointment: each member shall be appointed for a term of three years from the <br/>
<a id="pl.3.11"></a><var>3.11</var>first day of January or July immediately following their appointment. Elected officials <br/>
<a id="pl.3.12"></a><var>3.12</var>shall forfeit their appointment if they cease to serve in elected office.<br/>
<a id="pl.3.13"></a><var>3.13</var>(h) Members of the council are compensated as provided in section 
         <statute_ref>15.059, <br/>
<a id="pl.3.14"></a><var>3.14</var>subdivision 3
         </statute_ref>.<br/>
<br/>
<a id="bill.2.2.0"></a><a id="pl.3.15"></a><var>3.15</var>    Sec. 2. Minnesota Statutes 2012, section 116L.98, is amended to read:<br/>
<a id="pl.3.16"></a><var>3.16</var><b>116L.98 WORKFORCE PROGRAM OUTCOMES.</b><br/>
<a id="pl.3.17"></a><var>3.17</var>The commissioner shall develop and implement a set of standard approaches <br/>
<a id="pl.3.18"></a><var>3.18</var>for assessing the outcomes of workforce programs under this chapter. The outcomes <br/>
<a id="pl.3.19"></a><var>3.19</var>assessed must include, but are not limited to, periodic comparisons of workforce program <br/>
<a id="pl.3.20"></a><var>3.20</var>participants and nonparticipants. By January 1 of each year, the commissioner shall <br/>
<a id="pl.3.21"></a><var>3.21</var>report to the legislature on progress and outcomes of workforce programs, including the <br/>
<a id="pl.3.22"></a><var>3.22</var>requirements under section 116L.99. The report regarding outcomes of activities under <br/>
<a id="pl.3.23"></a><var>3.23</var>section 116L.99 must include data on:<br/>
<a id="pl.3.24"></a><var>3.24</var>(1) the gender, race, and age of participants, including cross tabulations;<br/>
<a id="pl.3.25"></a><var>3.25</var>(2) occupations;<br/>
<a id="pl.3.26"></a><var>3.26</var>(3) geography;<br/>
<a id="pl.3.27"></a><var>3.27</var>(4) advancement salaries; and<br/>
<a id="pl.3.28"></a><var>3.28</var>(5) the gender pay gap within occupations.<br/>
<a id="pl.3.29"></a><var>3.29</var>The commissioner shall also monitor the activities and outcomes of programs and <br/>
<a id="pl.3.30"></a><var>3.30</var>services funded by legislative appropriations and administered by the department on a <br/>
<a id="pl.3.31"></a><var>3.31</var>pass-through basis and develop a consistent and equitable method of assessing recipients <br/>
<a id="pl.3.32"></a><var>3.32</var>for the costs of its monitoring activities.<br/>
<br/>
<a id="bill.2.3.0"></a><a id="pl.3.33"></a><var>3.33</var>    Sec. 3. <b>[116L.99] WOMEN AND NONTRADITIONAL JOBS GRANT </b><br/>
<a id="pl.3.34"></a><var>3.34</var><b>PROGRAM.</b><br/>
<a id="pl.4.1"></a><var>4.1</var>    Subdivision 1. <b>Definitions.</b> (a) For the purpose of this section, the following terms <br/>
<a id="pl.4.2"></a><var>4.2</var>have the meanings given.<br/>
<a id="pl.4.3"></a><var>4.3</var>(b) "Commissioner" means the commissioner of employment and economic <br/>
<a id="pl.4.4"></a><var>4.4</var>development.<br/>
<a id="pl.4.5"></a><var>4.5</var>(c) ''Eligible organization'' includes, but is not limited to:<br/>
<a id="pl.4.6"></a><var>4.6</var>(1) community-based organizations experienced in serving women;<br/>
<a id="pl.4.7"></a><var>4.7</var>(2) employers;<br/>
<a id="pl.4.8"></a><var>4.8</var>(3) business and trade associations;<br/>
<a id="pl.4.9"></a><var>4.9</var>(4) labor unions and employee organizations;<br/>
<a id="pl.4.10"></a><var>4.10</var>(5) registered apprenticeship programs;<br/>
<a id="pl.4.11"></a><var>4.11</var>(6) secondary and postsecondary education institutions located in Minnesota; and<br/>
<a id="pl.4.12"></a><var>4.12</var>(7) workforce and economic development agencies.<br/>
<a id="pl.4.13"></a><var>4.13</var>(d) "Nontraditional occupations'' means those occupations in which women make <br/>
<a id="pl.4.14"></a><var>4.14</var>up less than 25 percent of the workforce as defined under United States Code, title 20, <br/>
<a id="pl.4.15"></a><var>4.15</var>section 2302.<br/>
<a id="pl.4.16"></a><var>4.16</var>(e) "Registered apprenticeship program'' means a program registered under United <br/>
<a id="pl.4.17"></a><var>4.17</var>States Code, title 29, section 50.<br/>
<a id="pl.4.18"></a><var>4.18</var>    Subd. 2. <b>Grant program.</b> The commissioner shall establish the women and <br/>
<a id="pl.4.19"></a><var>4.19</var>nontraditional jobs grant program to increase the number of women in high-wage, <br/>
<a id="pl.4.20"></a><var>4.20</var>nontraditional occupations. The commissioner shall make grants to eligible organizations <br/>
<a id="pl.4.21"></a><var>4.21</var>for programs that encourage and assist women to enter high-wage, high-demand, <br/>
<a id="pl.4.22"></a><var>4.22</var>nontraditional occupations including but not limited to those in the skilled trades, science, <br/>
<a id="pl.4.23"></a><var>4.23</var>technology, engineering, and math (STEM) occupations.<br/>
<a id="pl.4.24"></a><var>4.24</var>    Subd. 3. <b>Use of funds.</b> (a) Grant funds awarded under this section may be used for:<br/>
<a id="pl.4.25"></a><var>4.25</var>(1) recruitment, preparation, placement, and retention of women, including <br/>
<a id="pl.4.26"></a><var>4.26</var>low-income women and women over 50 years old, in registered apprenticeships, <br/>
<a id="pl.4.27"></a><var>4.27</var>postsecondary education programs, on-the-job training, and permanent employment in <br/>
<a id="pl.4.28"></a><var>4.28</var>high-wage, high-demand, nontraditional occupations;<br/>
<a id="pl.4.29"></a><var>4.29</var>(2) secondary or postsecondary education or other training to prepare women to <br/>
<a id="pl.4.30"></a><var>4.30</var>succeed in nontraditional occupations. Activities under this clause may be conducted by <br/>
<a id="pl.4.31"></a><var>4.31</var>the grantee or in collaboration with another institution, including but not limited to a <br/>
<a id="pl.4.32"></a><var>4.32</var>public or private secondary or postsecondary school;<br/>
<a id="pl.4.33"></a><var>4.33</var>(3) innovative, hands-on, best practices that stimulate interest in nontraditional <br/>
<a id="pl.4.34"></a><var>4.34</var>occupations among girls, increase awareness among girls about opportunities in <br/>
<a id="pl.4.35"></a><var>4.35</var>nontraditional occupations, or increase access to secondary programming leading to jobs <br/>
<a id="pl.5.1"></a><var>5.1</var>in nontraditional occupations. Best practices include but are not limited to mentoring, <br/>
<a id="pl.5.2"></a><var>5.2</var>internships, or apprenticeships for girls in nontraditional occupations;<br/>
<a id="pl.5.3"></a><var>5.3</var>(4) training and other staff development for job seeker counselors and Minnesota <br/>
<a id="pl.5.4"></a><var>5.4</var>family investment program (MFIP) caseworkers on opportunities in nontraditional <br/>
<a id="pl.5.5"></a><var>5.5</var>occupations;<br/>
<a id="pl.5.6"></a><var>5.6</var>(5) incentives for employers and sponsors of registered apprenticeship programs to <br/>
<a id="pl.5.7"></a><var>5.7</var>retain women in nontraditional occupations for more than one year;<br/>
<a id="pl.5.8"></a><var>5.8</var>(6) training and technical assistance for employers to create a safe and healthy <br/>
<a id="pl.5.9"></a><var>5.9</var>workplace environment designed to retain and advance women, including best practices <br/>
<a id="pl.5.10"></a><var>5.10</var>for addressing sexual harassment, and to overcome gender inequity among employers <br/>
<a id="pl.5.11"></a><var>5.11</var>and registered apprenticeship programs;<br/>
<a id="pl.5.12"></a><var>5.12</var>(7) public education and outreach activities to overcome stereotypes about women <br/>
<a id="pl.5.13"></a><var>5.13</var>in nontraditional occupations, including the development of educational and marketing <br/>
<a id="pl.5.14"></a><var>5.14</var>materials; and<br/>
<a id="pl.5.15"></a><var>5.15</var>(8) support for women in nontraditional occupations including but not limited to <br/>
<a id="pl.5.16"></a><var>5.16</var>assistance with workplace issues resolution and access to advocacy assistance and services.<br/>
<a id="pl.5.17"></a><var>5.17</var>(b) Grant applications must include detailed information about how the applicant <br/>
<a id="pl.5.18"></a><var>5.18</var>plans to:<br/>
<a id="pl.5.19"></a><var>5.19</var>(1) increase women's participation in high-wage, high-demand occupations in which <br/>
<a id="pl.5.20"></a><var>5.20</var>women are currently underrepresented in the workforce;<br/>
<a id="pl.5.21"></a><var>5.21</var>(2) comply with the requirements under paragraph (a); and<br/>
<a id="pl.5.22"></a><var>5.22</var>(3) use grant funds in conjunction with funding from other public or private sources.<br/>
<a id="pl.5.23"></a><var>5.23</var>(c) In awarding grants under this subdivision, the commissioner shall give priority <br/>
<a id="pl.5.24"></a><var>5.24</var>to eligible organizations:<br/>
<a id="pl.5.25"></a><var>5.25</var>(1) with demonstrated success in recruiting and preparing women, especially <br/>
<a id="pl.5.26"></a><var>5.26</var>low-income women and women over 50 years old, for nontraditional occupations; and<br/>
<a id="pl.5.27"></a><var>5.27</var>(2) that leverage additional public and private resources.<br/>
<a id="pl.5.28"></a><var>5.28</var>(d) At least 50 percent of total grant funds must be awarded to programs providing <br/>
<a id="pl.5.29"></a><var>5.29</var>services and activities targeted to women with family incomes of less than 200 percent <br/>
<a id="pl.5.30"></a><var>5.30</var>of the federal poverty guidelines.<br/>
<a id="pl.5.31"></a><var>5.31</var>(e) The commissioner of employment and economic development in conjunction <br/>
<a id="pl.5.32"></a><var>5.32</var>with the commissioner of labor and industry shall monitor the use of funds under this <br/>
<a id="pl.5.33"></a><var>5.33</var>section, collect and compile information on the activities of other state agencies and public <br/>
<a id="pl.5.34"></a><var>5.34</var>or private entities that have purposes similar to those under this section, and identify other <br/>
<a id="pl.5.35"></a><var>5.35</var>public and private funding available for these purposes.<br/>
<br/>
<a id="bill.2.4.0"></a><a id="pl.6.1"></a><var>6.1</var>    Sec. 4. <b>[116L.991] WOMEN ENTREPRENEURS BUSINESS DEVELOPMENT </b><br/>
<a id="pl.6.2"></a><var>6.2</var><b>GRANT PROGRAM.</b><br/>
<a id="pl.6.3"></a><var>6.3</var>    Subdivision 1. <b>Definitions.</b> For the purposes of this section, the following terms <br/>
<a id="pl.6.4"></a><var>6.4</var>have the meanings given.<br/>
<a id="pl.6.5"></a><var>6.5</var>(a) "Women-owned business" means a business entity owned or controlled by <br/>
<a id="pl.6.6"></a><var>6.6</var>women that is organized for profit including, but not limited to, an individual, partnership, <br/>
<a id="pl.6.7"></a><var>6.7</var>corporation, joint venture, association, or cooperative. "Owned or controlled by women" <br/>
<a id="pl.6.8"></a><var>6.8</var>means:<br/>
<a id="pl.6.9"></a><var>6.9</var>(1) that the business is at least 51 percent owned by one or more women or, in the <br/>
<a id="pl.6.10"></a><var>6.10</var>case of any publicly traded business, at least 51 percent of the stock of which is owned by <br/>
<a id="pl.6.11"></a><var>6.11</var>one or more women; and<br/>
<a id="pl.6.12"></a><var>6.12</var>(2) the business has management and daily business operations that are controlled <br/>
<a id="pl.6.13"></a><var>6.13</var>by one or more women.<br/>
<a id="pl.6.14"></a><var>6.14</var>(b) "High economic impact firm" means a business that is projected to generate at <br/>
<a id="pl.6.15"></a><var>6.15</var>least $500,000 in annual revenue and create at least ten high-quality jobs.<br/>
<a id="pl.6.16"></a><var>6.16</var>(c) "Qualified business" means a women-owned business in the field of construction; <br/>
<a id="pl.6.17"></a><var>6.17</var>transportation; warehousing; agriculture; mining; finance; insurance; professional, <br/>
<a id="pl.6.18"></a><var>6.18</var>technical, or scientific services; technology; or other high economic impact business.<br/>
<a id="pl.6.19"></a><var>6.19</var>(d) "High-quality job" means a job that pays an annual income equal to at least 150 <br/>
<a id="pl.6.20"></a><var>6.20</var>percent of the federal poverty guideline adjusted for a family size of four.<br/>
<a id="pl.6.21"></a><var>6.21</var>    Subd. 2. <b>Program created.</b> The commissioner of employment and economic <br/>
<a id="pl.6.22"></a><var>6.22</var>development shall operate a women entrepreneurs business development competitive <br/>
<a id="pl.6.23"></a><var>6.23</var>grant program to facilitate the creation and expansion of high-growth, high-revenue, <br/>
<a id="pl.6.24"></a><var>6.24</var>women-owned businesses that are a qualified business.<br/>
<a id="pl.6.25"></a><var>6.25</var>    Subd. 3. <b>Use of funds.</b> Funds available for the purpose of this section may be <br/>
<a id="pl.6.26"></a><var>6.26</var>used for:<br/>
<a id="pl.6.27"></a><var>6.27</var>(1) entrepreneurial training, mentoring, and technical assistance for the startup or <br/>
<a id="pl.6.28"></a><var>6.28</var>expansion of businesses owned by women;<br/>
<a id="pl.6.29"></a><var>6.29</var>(2) development of networks of potential investors; and<br/>
<a id="pl.6.30"></a><var>6.30</var>(3) development of a recruitment program for midcareer women with an interest <br/>
<a id="pl.6.31"></a><var>6.31</var>in starting a qualified business.<br/>
<br/>
<a id="bill.2.5.0"></a><a id="pl.6.32"></a><var>6.32</var>    Sec. 5. <b>[363A.44] EQUAL PAY CERTIFICATE.</b><br/>
<a id="pl.6.33"></a><var>6.33</var>    Subdivision 1. <b>Scope.</b> (a) No department, agency of the state, the Metropolitan <br/>
<a id="pl.6.34"></a><var>6.34</var>Council, or an agency subject to section 473.143, subdivision 1, shall execute a contract or <br/>
<a id="pl.6.35"></a><var>6.35</var>agreement in excess of $500,000 with a business that has 40 or more full-time employees <br/>
<a id="pl.7.1"></a><var>7.1</var>in this state or a state where the business has its primary place of business on a single <br/>
<a id="pl.7.2"></a><var>7.2</var>day during the prior 12 months, unless the business has an equal pay certificate or it has <br/>
<a id="pl.7.3"></a><var>7.3</var>certified in writing that it is exempt. For purposes of this section, a business does not <br/>
<a id="pl.7.4"></a><var>7.4</var>include an entity with a contract with a department or agency of the state if the entity has a <br/>
<a id="pl.7.5"></a><var>7.5</var>license, certification, registration, provider agreement, or provider enrollment contract, <br/>
<a id="pl.7.6"></a><var>7.6</var>which are prerequisite to providing goods and services to consumers under chapters 43A, <br/>
<a id="pl.7.7"></a><var>7.7</var>62A, 62C, 62D, 62E, 256B, 256L, and 256I. A certificate is valid for four years.<br/>
<a id="pl.7.8"></a><var>7.8</var>    (b) This section does not apply to contracts entered into by the State Board of <br/>
<a id="pl.7.9"></a><var>7.9</var>Investment for investment options under section 352.965, subdivision 4.<br/>
<a id="pl.7.10"></a><var>7.10</var>    Subd. 2. <b>Application.</b> (a) A business shall apply for an equal pay certificate <br/>
<a id="pl.7.11"></a><var>7.11</var>by paying a $150 filing fee and submitting an equal pay compliance statement to the <br/>
<a id="pl.7.12"></a><var>7.12</var>commissioner. The proceeds from the fees collected under this subdivision shall be <br/>
<a id="pl.7.13"></a><var>7.13</var>deposited in an equal pay certificate special revenue account. Money in the account is <br/>
<a id="pl.7.14"></a><var>7.14</var>appropriated to the commissioner for the purposes of this section. The commissioner shall <br/>
<a id="pl.7.15"></a><var>7.15</var>issue an equal pay certificate of compliance to a business that submits to the commissioner <br/>
<a id="pl.7.16"></a><var>7.16</var>a statement signed by the chairperson of the board or chief executive officer of the business: <br/>
<a id="pl.7.17"></a><var>7.17</var>    (1) that the business is in compliance with Title VII of the Civil Rights Act of 1964, <br/>
<a id="pl.7.18"></a><var>7.18</var>Equal Pay Act of 1963, Minnesota Human Rights Act, and Minnesota Equal Pay for <br/>
<a id="pl.7.19"></a><var>7.19</var>Equal Work Law;<br/>
<a id="pl.7.20"></a><var>7.20</var>    (2) that wage and benefit disparities are corrected when identified to ensure <br/>
<a id="pl.7.21"></a><var>7.21</var>compliance with the laws cited in clause (1); and<br/>
<a id="pl.7.22"></a><var>7.22</var>    (3) how often wages and benefits are evaluated to ensure compliance with the laws <br/>
<a id="pl.7.23"></a><var>7.23</var>cited in clause (1).<br/>
<a id="pl.7.24"></a><var>7.24</var>    (b) The equal pay compliance statement shall also indicate whether the business, in <br/>
<a id="pl.7.25"></a><var>7.25</var>setting compensation and benefits, utilizes:<br/>
<a id="pl.7.26"></a><var>7.26</var>    (1) a market pricing approach;<br/>
<a id="pl.7.27"></a><var>7.27</var>    (2) state prevailing wage or union contract requirements;<br/>
<a id="pl.7.28"></a><var>7.28</var>    (3) a performance pay system;<br/>
<a id="pl.7.29"></a><var>7.29</var>    (4) an internal analysis; or<br/>
<a id="pl.7.30"></a><var>7.30</var>    (5) an alternative approach to determine what level of wages and benefits to pay <br/>
<a id="pl.7.31"></a><var>7.31</var>its employees. If the business uses an alternative approach, the business must provide a <br/>
<a id="pl.7.32"></a><var>7.32</var>description of its approach.<br/>
<a id="pl.7.33"></a><var>7.33</var>    (c) Receipt of the equal pay compliance statement by the commissioner does not <br/>
<a id="pl.7.34"></a><var>7.34</var>establish good-faith efforts or compliance with the laws set forth in paragraph (a), clause <br/>
<a id="pl.7.35"></a><var>7.35</var>(1). <br/>
<a id="pl.8.1"></a><var>8.1</var>    Subd. 3. <b>Issuance or rejection of certificate.</b> The commissioner must issue an <br/>
<a id="pl.8.2"></a><var>8.2</var>equal pay certificate, or a statement of why the application was rejected, within 15 days of <br/>
<a id="pl.8.3"></a><var>8.3</var>receipt of the application. An application may be rejected only if it does not comply with <br/>
<a id="pl.8.4"></a><var>8.4</var>the requirements of subdivision 2.<br/>
<a id="pl.8.5"></a><var>8.5</var>    Subd. 4. <b>Revocation of certificate.</b> An equal pay certificate for a business may be <br/>
<a id="pl.8.6"></a><var>8.6</var>suspended or revoked by the commissioner when the business fails to make a good-faith <br/>
<a id="pl.8.7"></a><var>8.7</var>effort to comply with the laws identified in subdivision 2, paragraph (a), clause (1), fails <br/>
<a id="pl.8.8"></a><var>8.8</var>to make a good-faith effort to comply with this section, or has multiple violations of <br/>
<a id="pl.8.9"></a><var>8.9</var>this section or the laws identified in subdivision 2, paragraph (a), clause (1). Prior to <br/>
<a id="pl.8.10"></a><var>8.10</var>suspending or revoking a certificate, the commissioner must first have sought to conciliate <br/>
<a id="pl.8.11"></a><var>8.11</var>with the business regarding wages and benefits due to employees.<br/>
<a id="pl.8.12"></a><var>8.12</var>    Subd. 5. <b>Revocation of contract.</b> (a) If a contract is awarded to a business that does <br/>
<a id="pl.8.13"></a><var>8.13</var>not have an equal pay certificate as required under subdivision 1, the commissioner may <br/>
<a id="pl.8.14"></a><var>8.14</var>void the contract on behalf of the state. The contract award entity that is a party to the <br/>
<a id="pl.8.15"></a><var>8.15</var>agreement must be notified by the commissioner prior to the commissioner taking action <br/>
<a id="pl.8.16"></a><var>8.16</var>to void the contract.<br/>
<a id="pl.8.17"></a><var>8.17</var>    (b) A contract may be abridged or terminated by the contract award entity identified <br/>
<a id="pl.8.18"></a><var>8.18</var>in subdivision 1 upon notice that the commissioner has suspended or revoked the <br/>
<a id="pl.8.19"></a><var>8.19</var>certificate of the business.<br/>
<a id="pl.8.20"></a><var>8.20</var>    Subd. 6. <b>Administrative review.</b> (a) A business may obtain an administrative <br/>
<a id="pl.8.21"></a><var>8.21</var>hearing pursuant to sections 14.57 to 14.69 when the commissioner suspends or revokes <br/>
<a id="pl.8.22"></a><var>8.22</var>its certificate by filing a written request for hearing 20 days after service of notice by <br/>
<a id="pl.8.23"></a><var>8.23</var>the commissioner.<br/>
<a id="pl.8.24"></a><var>8.24</var>    (b) A business may obtain an administrative hearing pursuant to sections 14.57 to <br/>
<a id="pl.8.25"></a><var>8.25</var>14.69 when the contract award entity identified in subdivision 1 abridges or terminates <br/>
<a id="pl.8.26"></a><var>8.26</var>a contract by filing a written request for a hearing 20 days after service of notice by the <br/>
<a id="pl.8.27"></a><var>8.27</var>contract award entity.<br/>
<a id="pl.8.28"></a><var>8.28</var>    Subd. 7. <b>Technical assistance.</b> The commissioner must provide technical assistance <br/>
<a id="pl.8.29"></a><var>8.29</var>to any business that requests assistance regarding this section.<br/>
<a id="pl.8.30"></a><var>8.30</var>    Subd. 8. <b>Audit.</b> The commissioner shall have authority to audit compliance <br/>
<a id="pl.8.31"></a><var>8.31</var>with this section to determine exempt status or with respect to employees expected to <br/>
<a id="pl.8.32"></a><var>8.32</var>perform work under the contract by requesting information from the business necessary to <br/>
<a id="pl.8.33"></a><var>8.33</var>determine compliance with this section and laws identified under subdivision 2, paragraph <br/>
<a id="pl.8.34"></a><var>8.34</var>(a), clause (1).<br/>
<a id="pl.8.35"></a><var>8.35</var>    Subd. 9. <b>Access to data.</b> Data submitted to the commissioner related to equal pay <br/>
<a id="pl.8.36"></a><var>8.36</var>certificates are private data on individuals or nonpublic data with respect to persons other <br/>
<a id="pl.9.1"></a><var>9.1</var>than department employees. The commissioner's decision to issue, not issue, revoke, or <br/>
<a id="pl.9.2"></a><var>9.2</var>suspend an equal pay certificate is public data.<br/>
<a id="pl.9.3"></a><var>9.3</var>    Subd. 10. <b>Report.</b> The commissioner shall report to the governor and the chairs and <br/>
<a id="pl.9.4"></a><var>9.4</var>ranking minority members of the committees in the senate and the house of representatives <br/>
<a id="pl.9.5"></a><var>9.5</var>with primary jurisdiction over the department by January 31 of every even-numbered year, <br/>
<a id="pl.9.6"></a><var>9.6</var>beginning January 31, 2016. The report shall indicate the number of equal pay certificates <br/>
<a id="pl.9.7"></a><var>9.7</var>issued, the number of audits conducted, the processes used by contractors to ensure <br/>
<a id="pl.9.8"></a><var>9.8</var>compliance with the laws cited in subdivision 2, paragraph (a), clause (1), and a summary <br/>
<a id="pl.9.9"></a><var>9.9</var>of its auditing efforts. The commissioner shall consult with the Legislative Coordinating <br/>
<a id="pl.9.10"></a><var>9.10</var>Commission Office on the Economic Status of Women in preparing the report.<br/>
<a id="pl.9.11"></a><var>9.11</var><b>EFFECTIVE DATE.</b>This section is effective August 1, 2015, and applies to any <br/>
<a id="pl.9.12"></a><var>9.12</var>solicitation made on or after that date.<br/>
<br/>
<a id="bill.2.6.0"></a><a id="pl.9.13"></a><var>9.13</var>    Sec. 6. <b>REPORT; RETIREMENT SAVINGS PLAN.</b><br/>
<a id="pl.9.14"></a><var>9.14</var>(a) The commissioner of management and budget must report to the legislature <br/>
<a id="pl.9.15"></a><var>9.15</var>by January 15, 2015, on the potential for a state-administered retirement savings plan <br/>
<a id="pl.9.16"></a><var>9.16</var>to serve employees without access to either an automatic enrollment payroll deduction <br/>
<a id="pl.9.17"></a><var>9.17</var>IRA maintained or offered by their employer, or a multiemployer retirement plan or <br/>
<a id="pl.9.18"></a><var>9.18</var>qualifying retirement plan or arrangement described in sections 414(f) and 219(g)(5), <br/>
<a id="pl.9.19"></a><var>9.19</var>respectively, of the Internal Revenue Code of 1986, as amended through April 14, 2011. <br/>
<a id="pl.9.20"></a><var>9.20</var>The potential state-administered plan would provide for individuals to make contributions <br/>
<a id="pl.9.21"></a><var>9.21</var>to their own accounts to be pooled and invested by the State Board of Investment, with the <br/>
<a id="pl.9.22"></a><var>9.22</var>benefit consisting of the balance in each individual's account, and with the state having no <br/>
<a id="pl.9.23"></a><var>9.23</var>liability for investment earnings and losses, while discouraging employers from dropping <br/>
<a id="pl.9.24"></a><var>9.24</var>existing retirement plan options.<br/>
<a id="pl.9.25"></a><var>9.25</var>(b) The report must include:<br/>
<a id="pl.9.26"></a><var>9.26</var>(1) estimates of the average amount of savings and other financial resources residents <br/>
<a id="pl.9.27"></a><var>9.27</var>of Minnesota have upon retirement and those that are recommended for a financially <br/>
<a id="pl.9.28"></a><var>9.28</var>secure retirement in Minnesota;<br/>
<a id="pl.9.29"></a><var>9.29</var>(2) estimates of the relative progress toward achieving the savings recommended for <br/>
<a id="pl.9.30"></a><var>9.30</var>a financially secure retirement by gender, race, and ethnicity;<br/>
<a id="pl.9.31"></a><var>9.31</var>(3) barriers to savings and reasons individuals and employers may not be <br/>
<a id="pl.9.32"></a><var>9.32</var>participating in existing private sector retirement plans;<br/>
<a id="pl.9.33"></a><var>9.33</var>(4) estimated impact on publicly funded social safety net programs attributable to <br/>
<a id="pl.9.34"></a><var>9.34</var>insufficient retirement savings, and the aggregate effect of potential state-administered <br/>
<a id="pl.9.35"></a><var>9.35</var>plan options on publicly funded social safety net programs and the state economy;<br/>
<a id="pl.10.1"></a><var>10.1</var>(5) estimates of the number of Minnesota workers who could be served by the <br/>
<a id="pl.10.2"></a><var>10.2</var>potential state-administered plan, and the participation rate that would make the plan <br/>
<a id="pl.10.3"></a><var>10.3</var>self-sustaining;<br/>
<a id="pl.10.4"></a><var>10.4</var>(6) effect of federal tax laws and the federal Employee Retirement Income Security <br/>
<a id="pl.10.5"></a><var>10.5</var>Act on a potential state-administered plan and on participating employers and employees, <br/>
<a id="pl.10.6"></a><var>10.6</var>including the effect of these laws if the plan included potential for employer contributions, <br/>
<a id="pl.10.7"></a><var>10.7</var>either commingled with or segregated from employee contributions;<br/>
<a id="pl.10.8"></a><var>10.8</var>(7) comparison of a potential state-administered plan to private sector and federal <br/>
<a id="pl.10.9"></a><var>10.9</var>government retirement savings options with regard to participation rates, contribution <br/>
<a id="pl.10.10"></a><var>10.10</var>rates, risk-adjusted return expectations, and fees;<br/>
<a id="pl.10.11"></a><var>10.11</var>(8) existing state and federal consumer protections that would apply to a potential <br/>
<a id="pl.10.12"></a><var>10.12</var>state-administered plan and options for strengthening consumer protections for plan <br/>
<a id="pl.10.13"></a><var>10.13</var>participants;<br/>
<a id="pl.10.14"></a><var>10.14</var>(9) alternative ways and costs for the state to encourage similar outcomes to a <br/>
<a id="pl.10.15"></a><var>10.15</var>state-administered plan;<br/>
<a id="pl.10.16"></a><var>10.16</var>(10) options for state administration of the plan, including investment strategies for <br/>
<a id="pl.10.17"></a><var>10.17</var>funds contributed to the plan in consultation with the State Board of Investment, the <br/>
<a id="pl.10.18"></a><var>10.18</var>potential use and availability of investment strategies, private insurance, underwriting, <br/>
<a id="pl.10.19"></a><var>10.19</var>or reinsurance against loss to limit or eliminate potential state liability and manage risk <br/>
<a id="pl.10.20"></a><var>10.20</var>to the principal, and group annuities to ensure a stable stream of retirement income <br/>
<a id="pl.10.21"></a><var>10.21</var>throughout beneficiaries' retirement years;<br/>
<a id="pl.10.22"></a><var>10.22</var>(11) options for meeting the investment needs of participants based on income, <br/>
<a id="pl.10.23"></a><var>10.23</var>desired liquidity, age, risk tolerance, and other factors determined by the commissioner;<br/>
<a id="pl.10.24"></a><var>10.24</var>(12) options for the process by which individuals or employers would contribute to <br/>
<a id="pl.10.25"></a><var>10.25</var>the plan, and their effect on participation rates, savings rates, and fees;<br/>
<a id="pl.10.26"></a><var>10.26</var>(13) options discouraging employers from dropping existing employer-sponsored <br/>
<a id="pl.10.27"></a><var>10.27</var>retirement savings plans in favor of a potential state-administered plan;<br/>
<a id="pl.10.28"></a><var>10.28</var>(14) projected costs of administration, record keeping, and investment management, <br/>
<a id="pl.10.29"></a><var>10.29</var>including staffing, legal, compliance, licensing, procurement, communications with <br/>
<a id="pl.10.30"></a><var>10.30</var>employers and employees, oversight, marketing, technology and infrastructure, and the fee <br/>
<a id="pl.10.31"></a><var>10.31</var>needed to cover these costs as a percentage of the average daily net assets of the potential <br/>
<a id="pl.10.32"></a><var>10.32</var>state-administered plan, relative to asset size and plan structure, and projected by year of <br/>
<a id="pl.10.33"></a><var>10.33</var>plan operation, with estimates of investment-related fees determined in consultation with <br/>
<a id="pl.10.34"></a><var>10.34</var>the State Board of Investment;<br/>
<a id="pl.10.35"></a><var>10.35</var>(15) how the projected fees compare with those of comparable retirement savings <br/>
<a id="pl.10.36"></a><var>10.36</var>options in the private sector with similar risk-adjusted return expectations; and<br/>
<a id="pl.11.1"></a><var>11.1</var>(16) other topics that the commissioner determines are relevant to legislative <br/>
<a id="pl.11.2"></a><var>11.2</var>consideration of possible establishment of a state-administered plan.<br/>
<a id="pl.11.3"></a><var>11.3</var><b>EFFECTIVE DATE.</b>This section is effective the day following final enactment.<br/>
<br/>
<a id="bill.2.7.0"></a><a id="pl.11.4"></a><var>11.4</var>    Sec. 7. <b>APPROPRIATIONS.</b><br/>
<a id="pl.11.5"></a><var>11.5</var>    Subdivision 1. <b>Department of Human Rights.</b> $674,000 in fiscal year 2015 is <br/>
<a id="pl.11.6"></a><var>11.6</var>appropriated from the general fund to the commissioner of human rights for the equal pay <br/>
<a id="pl.11.7"></a><var>11.7</var>certificate program under Minnesota Statutes, section 363A.44. The base budget for this <br/>
<a id="pl.11.8"></a><var>11.8</var>appropriation for fiscal year 2016 and later is $426,000.<br/>
<a id="pl.11.9"></a><var>11.9</var>    Subd. 2. <b>Minnesota Management and Budget.</b> $750,000 in fiscal year 2014 is <br/>
<a id="pl.11.10"></a><var>11.10</var>appropriated from the general fund to the commissioner of Minnesota management and <br/>
<a id="pl.11.11"></a><var>11.11</var>budget for the retirement savings plan report in section 6. This is a onetime appropriation <br/>
<a id="pl.11.12"></a><var>11.12</var>and is available until expended.<br/>
<a id="pl.11.13"></a><var>11.13</var>    Subd. 3. <b>Department of Employment and Economic Development.</b> (a) <br/>
<a id="pl.11.14"></a><var>11.14</var>$500,000 in fiscal year 2015 is appropriated from the general fund to the commissioner <br/>
<a id="pl.11.15"></a><var>11.15</var>of employment and economic development for the women entrepreneurs business <br/>
<a id="pl.11.16"></a><var>11.16</var>development grant program under Minnesota Statutes, section 166L.991. This is a onetime <br/>
<a id="pl.11.17"></a><var>11.17</var>appropriation and is available until expended.<br/>
<a id="pl.11.18"></a><var>11.18</var>(b) $500,000 in fiscal year 2015 is appropriated from the workforce development <br/>
<a id="pl.11.19"></a><var>11.19</var>fund to the commissioner  of employment and economic development for the women <br/>
<a id="pl.11.20"></a><var>11.20</var>and nontraditional jobs grant program under Minnesota Statutes, section 166L.99. The <br/>
<a id="pl.11.21"></a><var>11.21</var>commissioner may use up to five percent of the appropriation to administer the grant <br/>
<a id="pl.11.22"></a><var>11.22</var>program. This is a onetime appropriation and is available until expended.<br/>
<a id="pl.11.23"></a><var>11.23</var>    Subd. 4. <b>Department of Labor and Industry.</b> (a) $250,000 in fiscal year 2015 <br/>
<a id="pl.11.24"></a><var>11.24</var>is appropriated from the workforce development fund to the commissioner of labor and <br/>
<a id="pl.11.25"></a><var>11.25</var>industry for the labor education advancement program under Minnesota Statutes, section <br/>
<a id="pl.11.26"></a><var>11.26</var>178.11, to educate, promote, assist, and support women to enter apprenticeship programs in <br/>
<a id="pl.11.27"></a><var>11.27</var>nontraditional occupations. This is a onetime appropriation and is available until expended.<br/>
<a id="pl.11.28"></a><var>11.28</var>(b) $24,000 in fiscal year 2015 is appropriated from the general fund to the <br/>
<a id="pl.11.29"></a><var>11.29</var>commissioner of labor and industry for additional compliance and enforcement activities <br/>
<a id="pl.11.30"></a><var>11.30</var>by the labor standards unit related to this act.<br/>
<br/>
<a id="bill.3.0.0"></a>

<a id="bill.3.1.0"></a><a id="pl.12.3"></a><var>12.3</var>    Section 1. <b>[181.172] WAGE DISCLOSURE PROTECTION.</b><br/>
<a id="pl.12.4"></a><var>12.4</var>(a) An employer shall not:<br/>
<a id="pl.12.5"></a><var>12.5</var>(1) require nondisclosure by an employee of his or her wages as a condition of <br/>
<a id="pl.12.6"></a><var>12.6</var>employment; <br/>
<a id="pl.12.7"></a><var>12.7</var>(2) require an employee to sign a waiver or other document which purports to deny <br/>
<a id="pl.12.8"></a><var>12.8</var>an employee the right to disclose the employee's wages; or<br/>
<a id="pl.12.9"></a><var>12.9</var>(3) take any adverse employment action against an employee for disclosing the <br/>
<a id="pl.12.10"></a><var>12.10</var>employee's own wages or discussing another employee's wages which have been disclosed <br/>
<a id="pl.12.11"></a><var>12.11</var>voluntarily.<br/>
<a id="pl.12.12"></a><var>12.12</var>(b) Nothing in this section shall be construed to:<br/>
<a id="pl.12.13"></a><var>12.13</var>(1) create an obligation on any employer or employee to disclose wages;<br/>
<a id="pl.12.14"></a><var>12.14</var>(2) permit an employee, without the written consent of the employer, to disclose <br/>
<a id="pl.12.15"></a><var>12.15</var>proprietary information, trade secret information, or information that is otherwise subject <br/>
<a id="pl.12.16"></a><var>12.16</var>to a legal privilege or protected by law;<br/>
<a id="pl.12.17"></a><var>12.17</var>(3) diminish any existing rights under the National Labor Relations Act under <br/>
<a id="pl.12.18"></a><var>12.18</var>United States Code, title 29; or<br/>
<a id="pl.12.19"></a><var>12.19</var>(4) permit the employee to disclose wage information of other employees to a <br/>
<a id="pl.12.20"></a><var>12.20</var>competitor of their employer.<br/>
<a id="pl.12.21"></a><var>12.21</var>(c) An employer that provides an employee handbook to its employees must include <br/>
<a id="pl.12.22"></a><var>12.22</var>in the handbook notice of employee rights and remedies under this section.<br/>
<a id="pl.12.23"></a><var>12.23</var>(d) An employer may not retaliate against an employee for asserting rights or <br/>
<a id="pl.12.24"></a><var>12.24</var>remedies under this section.<br/>
<a id="pl.12.25"></a><var>12.25</var>(e) An employee may bring a civil action against an employer for a violation of <br/>
<a id="pl.12.26"></a><var>12.26</var>paragraph (a) or (d). If a court finds that an employer has violated paragraph (a) or (d), the <br/>
<a id="pl.12.27"></a><var>12.27</var>court may order reinstatement, back pay, restoration of lost service credit, if appropriate, <br/>
<a id="pl.12.28"></a><var>12.28</var>and the expungement of any related adverse records of an employee who was the subject <br/>
<a id="pl.12.29"></a><var>12.29</var>of the violation.<br/>
<br/>
<a id="bill.3.2.0"></a><a id="pl.12.30"></a><var>12.30</var>    Sec. 2. Minnesota Statutes 2012, section 181.939, is amended to read:<br/>
<a id="pl.12.31"></a><var>12.31</var><b>181.939 NURSING MOTHERS.</b><br/>
<a id="pl.12.32"></a><var>12.32</var>    Subdivision 1. <b>Employer duties.</b> (a) An employer must provide reasonable unpaid <br/>
<a id="pl.12.33"></a><var>12.33</var>break time each day to an employee who needs to express breast milk for her infant child. <br/>
<a id="pl.12.34"></a><var>12.34</var>The break time must, if possible, run concurrently with any break time already provided to <br/>
<a id="pl.13.1"></a><var>13.1</var>the employee. An employer is not required to provide break time under this section if to <br/>
<a id="pl.13.2"></a><var>13.2</var>do so would unduly disrupt the operations of the employer.<br/>
<a id="pl.13.3"></a><var>13.3</var>(b) The employer must make reasonable efforts to provide a room or other location, <br/>
<a id="pl.13.4"></a><var>13.4</var>in close proximity to the work area, other than a bathroom or a toilet stall, that is shielded <br/>
<a id="pl.13.5"></a><var>13.5</var>from view and free from intrusion from coworkers and the public and that includes access <br/>
<a id="pl.13.6"></a><var>13.6</var>to an electrical outlet, where the employee can express her milk in privacy. The employer <br/>
<a id="pl.13.7"></a><var>13.7</var>would be held harmless if reasonable effort has been made.<br/>
<a id="pl.13.8"></a><var>13.8</var>(c) For the purposes of this section, "employer" means a person or entity that <br/>
<a id="pl.13.9"></a><var>13.9</var>employs one or more employees and includes the state and its political subdivisions.<br/>
<a id="pl.13.10"></a><var>13.10</var>(d) An employer may not retaliate against an employee for asserting rights or <br/>
<a id="pl.13.11"></a><var>13.11</var>remedies under this section.<br/>
<a id="pl.13.12"></a><var>13.12</var>    Subd. 2. <b>Enforcement.</b> The Department of Labor and Industry shall enforce this <br/>
<a id="pl.13.13"></a><var>13.13</var>section. The department shall assess a fine of up to $1,000 for a first violation and up to <br/>
<a id="pl.13.14"></a><var>13.14</var>$2,000 for a second and subsequent violations of this section. A fine shall be assessed <br/>
<a id="pl.13.15"></a><var>13.15</var>only if an employer fails to remedy a violation within 15 days of written notice of a <br/>
<a id="pl.13.16"></a><var>13.16</var>violation from the department.<br/>
<br/>
<a id="bill.3.3.0"></a><a id="pl.13.17"></a><var>13.17</var>    Sec. 3. Minnesota Statutes 2012, section 181.940, subdivision 2, is amended to read:<br/>
<a id="pl.13.18"></a><var>13.18</var>    Subd. 2. <b>Employee.</b> "Employee" means a person who performs services for hire for <br/>
<a id="pl.13.19"></a><var>13.19</var>an employer from whom a leave is requested under sections 
         <statute_ref>181.940</statute_ref> to 
         <statute_ref>181.944</statute_ref> for:<br/>
<a id="pl.13.20"></a><var>13.20</var>(1) at least 12 consecutive months immediately preceding the request; and<br/>
<a id="pl.13.21"></a><var>13.21</var>(2) for an average number of hours per week equal to one-half the full-time <br/>
<a id="pl.13.22"></a><var>13.22</var>equivalent position in the employee's job classification as defined by the employer's <br/>
<a id="pl.13.23"></a><var>13.23</var>personnel policies or practices or pursuant to the provisions of a collective bargaining <br/>
<a id="pl.13.24"></a><var>13.24</var>agreement, during those the 12 months month period immediately preceding the leave.<br/>
<a id="pl.13.25"></a><var>13.25</var>Employee includes all individuals employed at any site owned or operated by the <br/>
<a id="pl.13.26"></a><var>13.26</var>employer but does not include an independent contractor.<br/>
<br/>
<a id="bill.3.4.0"></a><a id="pl.13.27"></a><var>13.27</var>    Sec. 4. Minnesota Statutes 2012, section 181.941, is amended to read:<br/>
<a id="pl.13.28"></a><var>13.28</var><b>181.941 </b><b>PREGNANCY AND </b><b>PARENTING LEAVE.</b><br/>
<a id="pl.13.29"></a><var>13.29</var>    Subdivision 1. <b>Six</b><b> Twelve</b><b>-week leave; </b><b>pregnancy, </b><b>birth</b><b>,</b><b> or adoption.</b> (a) An <br/>
<a id="pl.13.30"></a><var>13.30</var>employer must grant an unpaid leave of absence to an employee who is a natural or <br/>
<a id="pl.13.31"></a><var>13.31</var>adoptive parent in conjunction with the birth or adoption of a child. The length of the <br/>
<a id="pl.13.32"></a><var>13.32</var>leave shall be determined by the employee, but may not exceed six weeks, unless agreed <br/>
<a id="pl.13.33"></a><var>13.33</var>to by the employer.:<br/>
<a id="pl.14.1"></a><var>14.1</var>(1) a biological or adoptive parent in conjunction with the birth or adoption of a <br/>
<a id="pl.14.2"></a><var>14.2</var>child; or<br/>
<a id="pl.14.3"></a><var>14.3</var>(2) a female employee for prenatal care, or incapacity due to pregnancy, childbirth, <br/>
<a id="pl.14.4"></a><var>14.4</var>or related health conditions.<br/>
<a id="pl.14.5"></a><var>14.5</var>(b) The length of the leave shall be determined by the employee, but must not exceed <br/>
<a id="pl.14.6"></a><var>14.6</var>12 weeks, unless agreed to by the employer.<br/>
<a id="pl.14.7"></a><var>14.7</var>    Subd. 2. <b>Start of leave.</b> The leave shall begin at a time requested by the employee. <br/>
<a id="pl.14.8"></a><var>14.8</var>The employer may adopt reasonable policies governing the timing of requests for unpaid <br/>
<a id="pl.14.9"></a><var>14.9</var>leave.  and may require an employee who plans to take a leave under this section to give <br/>
<a id="pl.14.10"></a><var>14.10</var>the employer reasonable notice of the date the leave shall commence and the estimated <br/>
<a id="pl.14.11"></a><var>14.11</var>duration of the leave. For leave taken under subdivision 1, paragraph (a), clause (1), the <br/>
<a id="pl.14.12"></a><var>14.12</var>leave may must begin not more than six weeks after within 12 months of the birth or <br/>
<a id="pl.14.13"></a><var>14.13</var>adoption; except that, in the case where the child must remain in the hospital longer than <br/>
<a id="pl.14.14"></a><var>14.14</var>the mother, the leave may not must begin more than six weeks within 12 months after the <br/>
<a id="pl.14.15"></a><var>14.15</var>child leaves the hospital.<br/>
<a id="pl.14.16"></a><var>14.16</var>    Subd. 3. <b>No employer retribution.</b> An employer shall not retaliate against an <br/>
<a id="pl.14.17"></a><var>14.17</var>employee for requesting or obtaining a leave of absence as provided by this section.<br/>
<a id="pl.14.18"></a><var>14.18</var>    Subd. 4. <b>Continued insurance.</b> The employer must continue to make coverage <br/>
<a id="pl.14.19"></a><var>14.19</var>available to the employee while on leave of absence under any group insurance policy, <br/>
<a id="pl.14.20"></a><var>14.20</var>group subscriber contract, or health care plan for the employee and any dependents. <br/>
<a id="pl.14.21"></a><var>14.21</var>Nothing in this section requires the employer to pay the costs of the insurance or health <br/>
<a id="pl.14.22"></a><var>14.22</var>care while the employee is on leave of absence.<br/>
<br/>
<a id="bill.3.5.0"></a><a id="pl.14.23"></a><var>14.23</var>    Sec. 5. Minnesota Statutes 2013 Supplement, section 181.9413, is amended to read:<br/>
<a id="pl.14.24"></a><var>14.24</var><b>181.9413 SICK LEAVE BENEFITS; CARE OF RELATIVES.</b><br/>
<a id="pl.14.25"></a><var>14.25</var>(a) An employee may use personal sick leave benefits provided by the employer <br/>
<a id="pl.14.26"></a><var>14.26</var>for absences due to an illness of or injury to the employee's child, as defined in section <br/>
<statute_ref><a id="pl.14.27"></a><var>14.27</var>181.940, subdivision 4
         </statute_ref>, adult child, spouse, sibling, parent, grandchild, grandparent, or <br/>
<a id="pl.14.28"></a><var>14.28</var>stepparent, for reasonable periods of time as the employee's attendance may be necessary, <br/>
<a id="pl.14.29"></a><var>14.29</var>on the same terms upon which the employee is able to use sick leave benefits for the <br/>
<a id="pl.14.30"></a><var>14.30</var>employee's own illness or injury. This section applies only to personal sick leave benefits <br/>
<a id="pl.14.31"></a><var>14.31</var>payable to the employee from the employer's general assets.<br/>
<a id="pl.14.32"></a><var>14.32</var>(b) An employee may use sick leave as allowed under this section for safety leave, <br/>
<a id="pl.14.33"></a><var>14.33</var>whether or not the employee's employer allows use of sick leave for that purpose for <br/>
<a id="pl.14.34"></a><var>14.34</var>such reasonable periods of time as assistance may be necessary. Safety leave may be <br/>
<a id="pl.14.35"></a><var>14.35</var>used for assistance to the employee or assistance to the relatives described in paragraph <br/>
<a id="pl.15.1"></a><var>15.1</var>(a). For the purpose of this section, "safety leave" is leave for the purpose of providing <br/>
<a id="pl.15.2"></a><var>15.2</var>or receiving assistance because of sexual assault, domestic abuse, or stalking. For the <br/>
<a id="pl.15.3"></a><var>15.3</var>purpose of this paragraph:<br/>
<a id="pl.15.4"></a><var>15.4</var>(1) "domestic abuse" has the meaning given in section 518B.01;<br/>
<a id="pl.15.5"></a><var>15.5</var>(2) "sexual assault" means an act that constitutes a violation under sections 609.342 <br/>
<a id="pl.15.6"></a><var>15.6</var>to 609.3453 or 609.352; and<br/>
<a id="pl.15.7"></a><var>15.7</var>(3) "stalking" has the meaning given in section 609.749.<br/>
<a id="pl.15.8"></a><var>15.8</var>(c) An employer may limit the use of safety leave as described in paragraph (b) or <br/>
<a id="pl.15.9"></a><var>15.9</var>personal sick leave benefits provided by the employer for absences due to an illness of <br/>
<a id="pl.15.10"></a><var>15.10</var>or injury to the employee's adult child, spouse, sibling, parent, grandchild, grandparent, <br/>
<a id="pl.15.11"></a><var>15.11</var>or stepparent to no less than 160 hours in any 12-month period. This paragraph does not <br/>
<a id="pl.15.12"></a><var>15.12</var>apply to absences due to the illness or injury of a child, as defined in section 
         <statute_ref>181.940, <br/>
<a id="pl.15.13"></a><var>15.13</var>subdivision 4
         </statute_ref>.<br/>
<a id="pl.15.14"></a><var>15.14</var>(c) (d) For purposes of this section, "personal sick leave benefits" means time <br/>
<a id="pl.15.15"></a><var>15.15</var>accrued and available to an employee to be used as a result of absence from work due <br/>
<a id="pl.15.16"></a><var>15.16</var>to personal illness or injury, but does not include short-term or long-term disability or <br/>
<a id="pl.15.17"></a><var>15.17</var>other salary continuation benefits.<br/>
<a id="pl.15.18"></a><var>15.18</var>(d) (e) For the purpose of this section, "child" includes a stepchild and a biological, <br/>
<a id="pl.15.19"></a><var>15.19</var>adopted, and foster child.<br/>
<a id="pl.15.20"></a><var>15.20</var>(f) For the purpose of this section, "grandchild" includes a step-grandchild, and a <br/>
<a id="pl.15.21"></a><var>15.21</var>biological, adopted, and foster grandchild.<br/>
<a id="pl.15.22"></a><var>15.22</var>(e) (g) This section does not prevent an employer from providing greater sick leave <br/>
<a id="pl.15.23"></a><var>15.23</var>benefits than are provided for under this section.<br/>
<a id="pl.15.24"></a><var>15.24</var>(h) An employer shall not retaliate against an employee for requesting or obtaining a <br/>
<a id="pl.15.25"></a><var>15.25</var>leave of absence under this section.<br/>
<br/>
<a id="bill.3.6.0"></a><a id="pl.15.26"></a><var>15.26</var>    Sec. 6. <b>[181.9414] PREGNANCY ACCOMMODATIONS.</b><br/>
<a id="pl.15.27"></a><var>15.27</var>    Subdivision 1. <b>Accommodation.</b> An employer must provide reasonable <br/>
<a id="pl.15.28"></a><var>15.28</var>accommodations to an employee for the employee's medical or physical conditions related <br/>
<a id="pl.15.29"></a><var>15.29</var>to pregnancy or childbirth, if the employee provides a written documentation of a medical <br/>
<a id="pl.15.30"></a><var>15.30</var>necessity by a licensed health care provider or certified doula for an accommodation <br/>
<a id="pl.15.31"></a><var>15.31</var>unless the employer demonstrates that the accommodation would impose an undue <br/>
<a id="pl.15.32"></a><var>15.32</var>hardship on the operation of the employer's business. A pregnant employee shall not <br/>
<a id="pl.15.33"></a><var>15.33</var>be required to provide documentation of medical necessity nor may an employer claim <br/>
<a id="pl.15.34"></a><var>15.34</var>undue hardship for the following accommodations: (1) more frequent restroom, food, and <br/>
<a id="pl.15.35"></a><var>15.35</var>water breaks; (2) seating; and (3) limits on lifting over 20 pounds. The employee and <br/>
<a id="pl.16.1"></a><var>16.1</var>employer shall engage in an interactive process with respect to an employee's request for <br/>
<a id="pl.16.2"></a><var>16.2</var>a reasonable accommodation. "Reasonable accommodation" may include, but is not <br/>
<a id="pl.16.3"></a><var>16.3</var>limited to, temporary transfer to a less strenuous or hazardous position, seating, frequent <br/>
<a id="pl.16.4"></a><var>16.4</var>restroom breaks, and limits to heavy lifting. Notwithstanding any other provision of <br/>
<a id="pl.16.5"></a><var>16.5</var>this section, an employer shall not be required to create a new or additional position in <br/>
<a id="pl.16.6"></a><var>16.6</var>order to accommodate an employee pursuant to this section, and shall not be required to <br/>
<a id="pl.16.7"></a><var>16.7</var>discharge any employee, transfer any other employee with greater seniority, or promote <br/>
<a id="pl.16.8"></a><var>16.8</var>any employee.<br/>
<a id="pl.16.9"></a><var>16.9</var>    Subd. 2. <b>Interaction with other laws.</b> Nothing in this section shall be construed to <br/>
<a id="pl.16.10"></a><var>16.10</var>affect any other provision of law relating to sex discrimination or pregnancy, or in any <br/>
<a id="pl.16.11"></a><var>16.11</var>way to diminish the coverage of pregnancy, childbirth, or health conditions related to <br/>
<a id="pl.16.12"></a><var>16.12</var>pregnancy or childbirth under any other provisions of any other law.<br/>
<a id="pl.16.13"></a><var>16.13</var>    Subd. 3. <b>No employer retribution.</b> An employer shall not retaliate against an <br/>
<a id="pl.16.14"></a><var>16.14</var>employee for requesting or obtaining accommodation under this section.<br/>
<a id="pl.16.15"></a><var>16.15</var>    Subd. 4. <b>Employee not required to take leave.</b> An employer shall not require an <br/>
<a id="pl.16.16"></a><var>16.16</var>employee to take a leave or accept an accommodation.<br/>
<a id="pl.16.17"></a><var>16.17</var><b>EFFECTIVE DATE.</b>This section is effective the day following final enactment.<br/>
<br/>
<a id="bill.3.7.0"></a><a id="pl.16.18"></a><var>16.18</var>    Sec. 7. Minnesota Statutes 2012, section 181.943, is amended to read:<br/>
<a id="pl.16.19"></a><var>16.19</var><b>181.943 RELATIONSHIP TO OTHER LEAVE.</b><br/>
<a id="pl.16.20"></a><var>16.20</var>(a) The length of parental leave provided under section 
         <statute_ref>181.941</statute_ref> may be reduced <br/>
<a id="pl.16.21"></a><var>16.21</var>by any period of paid parental or disability leave, but not accrued sick leave, provided <br/>
<a id="pl.16.22"></a><var>16.22</var>by the employer, so that the total leave does not exceed six weeks, unless agreed to by <br/>
<a id="pl.16.23"></a><var>16.23</var>the employer.:<br/>
<a id="pl.16.24"></a><var>16.24</var>(1) paid parental, disability, personal, medical, or sick leave, or accrued vacation <br/>
<a id="pl.16.25"></a><var>16.25</var>provided by the employer so that the total leave does not exceed 12 weeks, unless agreed <br/>
<a id="pl.16.26"></a><var>16.26</var>to by the employer; or<br/>
<a id="pl.16.27"></a><var>16.27</var>(2) leave taken for the same purpose by the employee under United States Code, <br/>
<a id="pl.16.28"></a><var>16.28</var>title 29, chapter 28.<br/>
<a id="pl.16.29"></a><var>16.29</var>(b) Nothing in sections 
         <statute_ref>181.940</statute_ref> to 
         <statute_ref>181.943</statute_ref> prevents any employer from providing <br/>
<a id="pl.16.30"></a><var>16.30</var>leave benefits in addition to those provided in sections 
         <statute_ref>181.940</statute_ref> to 
         <statute_ref>181.944</statute_ref> or otherwise <br/>
<a id="pl.16.31"></a><var>16.31</var>affects an employee's rights with respect to any other employment benefit.<br/>
<br/>
<a id="bill.3.8.0"></a><a id="pl.16.32"></a><var>16.32</var>    Sec. 8. Minnesota Statutes 2012, section 268.095, subdivision 1, is amended to read:<br/>
<a id="pl.17.1"></a><var>17.1</var>    Subdivision 1. <b>Quit.</b> An applicant who quit employment is ineligible for all <br/>
<a id="pl.17.2"></a><var>17.2</var>unemployment benefits according to subdivision 10 except when:<br/>
<a id="pl.17.3"></a><var>17.3</var>    (1) the applicant quit the employment because of a good reason caused by the <br/>
<a id="pl.17.4"></a><var>17.4</var>employer as defined in subdivision 3;<br/>
<a id="pl.17.5"></a><var>17.5</var>    (2) the applicant quit the employment to accept other covered employment that <br/>
<a id="pl.17.6"></a><var>17.6</var>provided substantially better terms and conditions of employment, but the applicant did <br/>
<a id="pl.17.7"></a><var>17.7</var>not work long enough at the second employment to have sufficient subsequent earnings to <br/>
<a id="pl.17.8"></a><var>17.8</var>satisfy the period of ineligibility that would otherwise be imposed under subdivision 10 <br/>
<a id="pl.17.9"></a><var>17.9</var>for quitting the first employment;<br/>
<a id="pl.17.10"></a><var>17.10</var>    (3) the applicant quit the employment within 30 calendar days of beginning the <br/>
<a id="pl.17.11"></a><var>17.11</var>employment because the employment was unsuitable for the applicant;<br/>
<a id="pl.17.12"></a><var>17.12</var>    (4) the employment was unsuitable for the applicant and the applicant quit to enter <br/>
<a id="pl.17.13"></a><var>17.13</var>reemployment assistance training;<br/>
<a id="pl.17.14"></a><var>17.14</var>    (5) the employment was part time and the applicant also had full-time employment <br/>
<a id="pl.17.15"></a><var>17.15</var>in the base period, from which full-time employment the applicant separated because of <br/>
<a id="pl.17.16"></a><var>17.16</var>reasons for which the applicant was held not to be ineligible, and the wage credits from <br/>
<a id="pl.17.17"></a><var>17.17</var>the full-time employment are sufficient to meet the minimum requirements to establish a <br/>
<a id="pl.17.18"></a><var>17.18</var>benefit account under section 
         <statute_ref>268.07</statute_ref>;<br/>
<a id="pl.17.19"></a><var>17.19</var>    (6) the applicant quit because the employer notified the applicant that the applicant <br/>
<a id="pl.17.20"></a><var>17.20</var>was going to be laid off because of lack of work within 30 calendar days. An applicant <br/>
<a id="pl.17.21"></a><var>17.21</var>who quit employment within 30 calendar days of a notified date of layoff because of lack <br/>
<a id="pl.17.22"></a><var>17.22</var>of work is ineligible for unemployment benefits through the end of the week that includes <br/>
<a id="pl.17.23"></a><var>17.23</var>the scheduled date of layoff;<br/>
<a id="pl.17.24"></a><var>17.24</var>    (7) the applicant quit the employment (i) because the applicant's serious illness or <br/>
<a id="pl.17.25"></a><var>17.25</var>injury made it medically necessary that the applicant quit; or (ii) in order to provide <br/>
<a id="pl.17.26"></a><var>17.26</var>necessary care because of the illness, injury, or disability of an immediate family member <br/>
<a id="pl.17.27"></a><var>17.27</var>of the applicant. This exception only applies if the applicant informs the employer of <br/>
<a id="pl.17.28"></a><var>17.28</var>the medical problem and requests accommodation and no reasonable accommodation <br/>
<a id="pl.17.29"></a><var>17.29</var>is made available.<br/>
<a id="pl.17.30"></a><var>17.30</var>    If the applicant's serious illness is chemical dependency, this exception does not <br/>
<a id="pl.17.31"></a><var>17.31</var>apply if the applicant was previously diagnosed as chemically dependent or had treatment <br/>
<a id="pl.17.32"></a><var>17.32</var>for chemical dependency, and since that diagnosis or treatment has failed to make <br/>
<a id="pl.17.33"></a><var>17.33</var>consistent efforts to control the chemical dependency.<br/>
<a id="pl.17.34"></a><var>17.34</var>    This exception raises an issue of the applicant's being available for suitable <br/>
<a id="pl.17.35"></a><var>17.35</var>employment under section 
         <statute_ref>268.085, subdivision 1</statute_ref>, that the commissioner must determine;<br/>
<a id="pl.18.1"></a><var>18.1</var>    (8) the applicant's loss of child care for the applicant's minor child caused the <br/>
<a id="pl.18.2"></a><var>18.2</var>applicant to quit the employment, provided the applicant made reasonable effort to obtain <br/>
<a id="pl.18.3"></a><var>18.3</var>other child care and requested time off or other accommodation from the employer and no <br/>
<a id="pl.18.4"></a><var>18.4</var>reasonable accommodation is available.<br/>
<a id="pl.18.5"></a><var>18.5</var>    This exception raises an issue of the applicant's being available for suitable <br/>
<a id="pl.18.6"></a><var>18.6</var>employment under section 
         <statute_ref>268.085, subdivision 1</statute_ref>, that the commissioner must determine;<br/>
<a id="pl.18.7"></a><var>18.7</var>    (9) the applicant quit because domestic abuse, sexual assault, or stalking of the <br/>
<a id="pl.18.8"></a><var>18.8</var>applicant or an immediate family member of the applicant, necessitated the applicant's <br/>
<a id="pl.18.9"></a><var>18.9</var>quitting the employment. Domestic abuse must be shown by one or more of the following:<br/>
<a id="pl.18.10"></a><var>18.10</var>    (i) a district court order for protection or other documentation of equitable relief <br/>
<a id="pl.18.11"></a><var>18.11</var>issued by a court;<br/>
<a id="pl.18.12"></a><var>18.12</var>    (ii) a police record documenting the domestic abuse;<br/>
<a id="pl.18.13"></a><var>18.13</var>    (iii) documentation that the perpetrator of the domestic abuse has been convicted <br/>
<a id="pl.18.14"></a><var>18.14</var>of the offense of domestic abuse;<br/>
<a id="pl.18.15"></a><var>18.15</var>    (iv) medical documentation of domestic abuse; or<br/>
<a id="pl.18.16"></a><var>18.16</var>    (v) written statement that the applicant or an immediate family member of the <br/>
<a id="pl.18.17"></a><var>18.17</var>applicant is a victim of domestic abuse, provided by a social worker, member of the <br/>
<a id="pl.18.18"></a><var>18.18</var>clergy, shelter worker, attorney at law, or other professional who has assisted the applicant <br/>
<a id="pl.18.19"></a><var>18.19</var>in dealing with the domestic abuse.<br/>
<a id="pl.18.20"></a><var>18.20</var>    Domestic abuse for purposes of this clause is defined under section 
<statute_ref>518B.01</statute_ref>; or<br/>
<a id="pl.18.21"></a><var>18.21</var>For purposes of this paragraph:<br/>
<a id="pl.18.22"></a><var>18.22</var>(1) "domestic abuse" has the meaning given in section 518B.01;<br/>
<a id="pl.18.23"></a><var>18.23</var>(2) "sexual assault" means an act that would constitute a violation of sections <br/>
<a id="pl.18.24"></a><var>18.24</var>609.342 to 609.3453 or 609.352; and<br/>
<a id="pl.18.25"></a><var>18.25</var>(3) "stalking" means an act that would constitute a violation of section 609.749; or<br/>
<a id="pl.18.26"></a><var>18.26</var>(10) the applicant quit in order to relocate to accompany a spouse whose job location <br/>
<a id="pl.18.27"></a><var>18.27</var>changed making it impractical for the applicant to commute.<br/>
<a id="pl.18.28"></a><var>18.28</var><b>EFFECTIVE DATE.</b>This section is effective October 5, 2014, and applies to all <br/>
<a id="pl.18.29"></a><var>18.29</var>determinations and appeal decisions issued on or after that date.<br/>
<br/>
<a id="bill.3.9.0"></a><a id="pl.18.30"></a><var>18.30</var>    Sec. 9. Minnesota Statutes 2012, section 268.095, subdivision 6, is amended to read:<br/>
<a id="pl.18.31"></a><var>18.31</var>    Subd. 6. <b>Employment misconduct defined.</b> (a) Employment misconduct means any <br/>
<a id="pl.18.32"></a><var>18.32</var>intentional, negligent, or indifferent conduct, on the job or off the job that displays clearly:<br/>
<a id="pl.18.33"></a><var>18.33</var>(1) a serious violation of the standards of behavior the employer has the right to <br/>
<a id="pl.18.34"></a><var>18.34</var>reasonably expect of the employee; or<br/>
<a id="pl.18.35"></a><var>18.35</var>(2) a substantial lack of concern for the employment.<br/>
<a id="pl.19.1"></a><var>19.1</var>(b) Regardless of paragraph (a), the following is not employment misconduct:<br/>
<a id="pl.19.2"></a><var>19.2</var>(1) conduct that was a consequence of the applicant's mental illness or impairment;<br/>
<a id="pl.19.3"></a><var>19.3</var>    (2) conduct that was a consequence of the applicant's inefficiency or inadvertence;<br/>
<a id="pl.19.4"></a><var>19.4</var>(3) simple unsatisfactory conduct;<br/>
<a id="pl.19.5"></a><var>19.5</var>(4) conduct an average reasonable employee would have engaged in under the <br/>
<a id="pl.19.6"></a><var>19.6</var>circumstances;<br/>
<a id="pl.19.7"></a><var>19.7</var>(5) conduct that was a consequence of the applicant's inability or incapacity;<br/>
<a id="pl.19.8"></a><var>19.8</var>(6) good faith errors in judgment if judgment was required;<br/>
<a id="pl.19.9"></a><var>19.9</var>(7) absence because of illness or injury of the applicant, with proper notice to the <br/>
<a id="pl.19.10"></a><var>19.10</var>employer;<br/>
<a id="pl.19.11"></a><var>19.11</var>(8) absence, with proper notice to the employer, in order to provide necessary care <br/>
<a id="pl.19.12"></a><var>19.12</var>because of the illness, injury, or disability of an immediate family member of the applicant;<br/>
<a id="pl.19.13"></a><var>19.13</var>    (9) conduct that was a consequence of the applicant's chemical dependency, unless <br/>
<a id="pl.19.14"></a><var>19.14</var>the applicant was previously diagnosed chemically dependent or had treatment for <br/>
<a id="pl.19.15"></a><var>19.15</var>chemical dependency, and since that diagnosis or treatment has failed to make consistent <br/>
<a id="pl.19.16"></a><var>19.16</var>efforts to control the chemical dependency; or<br/>
<a id="pl.19.17"></a><var>19.17</var>    (10) conduct that was a consequence of the applicant, or an immediate family <br/>
<a id="pl.19.18"></a><var>19.18</var>member of the applicant, being a victim of domestic abuse as defined under section <br/>
<a id="pl.19.19"></a><var>19.19</var><statute_ref>518B.01</statute_ref>, sexual assault, or stalking. Domestic abuse must be shown as provided for in <br/>
<a id="pl.19.20"></a><var>19.20</var>subdivision 1, clause (9).<br/>
<a id="pl.19.21"></a><var>19.21</var>    (c) Regardless of paragraph (b), clause (9), conduct in violation of sections 
         <statute_ref>169A.20</statute_ref>, <br/>
<statute_ref><a id="pl.19.22"></a><var>19.22</var>169A.31
         </statute_ref>, or 
         <statute_ref>169A.50</statute_ref> to 
         <statute_ref>169A.53</statute_ref> that interferes with or adversely affects the employment <br/>
<a id="pl.19.23"></a><var>19.23</var>is employment misconduct.<br/>
<a id="pl.19.24"></a><var>19.24</var>(d) If the conduct for which the applicant was discharged involved only a single <br/>
<a id="pl.19.25"></a><var>19.25</var>incident, that is an important fact that must be considered in deciding whether the conduct <br/>
<a id="pl.19.26"></a><var>19.26</var>rises to the level of employment misconduct under paragraph (a). This paragraph does <br/>
<a id="pl.19.27"></a><var>19.27</var>not require that a determination under section 
         <statute_ref>268.101</statute_ref> or decision under section 
         <statute_ref>268.105 <br/>
</statute_ref><a id="pl.19.28"></a><var>19.28</var>contain a specific acknowledgment or explanation that this paragraph was considered.<br/>
<a id="pl.19.29"></a><var>19.29</var>    (e) The definition of employment misconduct provided by this subdivision is <br/>
<a id="pl.19.30"></a><var>19.30</var>exclusive and no other definition applies.<br/>
<a id="pl.19.31"></a><var>19.31</var><b>EFFECTIVE DATE.</b>This section is effective October 5, 2014, and applies to all <br/>
<a id="pl.19.32"></a><var>19.32</var>determinations and appeal decisions issued on or after that date.<br/>