1.1 	A bill for an act
1.2 	relating to labor; making technical and policy changes to certain public employee 
1.3 	labor relations provisions; requiring rulemaking;amending Minnesota Statutes 
1.4 	2022, sections 179A.041, subdivision 2; 179A.09, by adding subdivisions; 179A.12, 
1.5 	subdivision 5; 179A.13, subdivisions 1, 2; 179A.40, subdivision 1; 179A.54, 
1.6 	subdivision 5; Minnesota Statutes 2023 Supplement, sections 13.43, subdivision 
1.7 	6; 179A.03, subdivisions 14, 18; 179A.041, subdivision 10; 179A.06, subdivision 
1.8 	6; 179A.07, subdivisions 8, 9; 179A.10, subdivision 2; 179A.12, subdivisions 2a, 
1.9 	6, 11.
1.10 	BE IT ENACTED BY THE LEGISLATURE OF THE STATE OF MINNESOTA:

1.11 	Section 1. Minnesota Statutes 2023 Supplement, section 13.43, subdivision 6, is amended 
1.12 	to read:
1.13 		Subd. 6.Access by labor organizations, Bureau of Mediation Services, Public 
1.14 	Employment Relations Board. (a) Personnel data must be disseminated to labor 
1.15 	organizations and the Public Employment Relations Board to the extent necessary to conduct 
1.16 	elections, investigate and process grievances, and implement the provisions of chapters 179 
1.17 	and 179A. Notwithstanding any other provision of this chapter, personnel data shall be 
1.18 	disseminated to labor organizations, the Public Employment Relations Board, and the Bureau 
1.19 	of Mediation Services to the extent the dissemination is ordered or authorized by the 
1.20 	commissioner of the Bureau of Mediation Services or the Public Employment Relations 
1.21 	Board or its employees or agents. Employee Social Security numbers are not necessary to 
1.22 	implement the provisions of chapters 179 and 179A.
1.23 	(b) Personnel data described under section 179A.07, subdivision 8, must be disseminated 
1.24 	to an exclusive representative under the terms of that subdivision.
2.1 	(c) An employer who disseminates personnel data to a labor organization pursuant to 
2.2 	this subdivision shall not be subject to liability under section 13.08. Nothing in this paragraph 
2.3 	shall impair or limit any remedies available under section 325E.61.
2.4 	(d) The home addresses, nonemployer issued phone numbers and email addresses, dates 
2.5 	of birth, and emails or other communications between exclusive representatives and their 
2.6 	members, prospective members, and nonmembers are private data on individuals.

2.7 	Sec. 2. Minnesota Statutes 2023 Supplement, section 179A.03, subdivision 14, is amended 
2.8 	to read:
2.9 		Subd. 14.Public employee or employee. (a) "Public employee" or "employee" means 
2.10 	any person appointed or employed by a public employer except:
2.11 	(1) elected public officials;
2.12 	(2) election officers;
2.13 	(3) commissioned or enlisted personnel of the Minnesota National Guard;
2.14 	(4) emergency employees who are employed for emergency work caused by natural 
2.15 	disaster;
2.16 	(5) part-time employees whose service does not exceed the lesser of 14 hours per week 
2.17 	or 35 percent of the normal work week in the employee's appropriate unit;
2.18 	(6) employees, other than employees working for a Minnesota school district or charter 
2.19 	school in a position for which no license is required by the Professional Educator Licensing 
2.20 	Standards Board, whose positions are basically temporary or seasonal in character and: (i) 
2.21 	are not for more than 67 working days in any calendar year; or (ii) are not working for a 
2.22 	Minnesota school district or charter school; or (iii) are not for more than 100 working days 
2.23 	in any calendar year and the employees are under the age of 22, are full-time students 
2.24 	enrolled in a nonprofit or public educational institution prior to being hired by the employer, 
2.25 	and have indicated, either in an application for employment or by being enrolled at an 
2.26 	educational institution for the next academic year or term, an intention to continue as students 
2.27 	during or after their temporary employment;
2.28 	(7) employees providing services for not more than two consecutive quarters to the 
2.29 	Board of Trustees of the Minnesota State Colleges and Universities under the terms of a 
2.30 	professional or technical services contract as defined in section 16C.08, subdivision 1;
3.1 	(8) employees of charitable hospitals as defined by section 179.35, subdivision 3, except 
3.2 	that employees of charitable hospitals as defined by section 179.35, subdivision 3, are public 
3.3 	employees for purposes of sections 179A.051, 179A.052, and 179A.13;
3.4 	(9) full-time undergraduate students employed by the school which they attend under a 
3.5 	work-study program or in connection with the receipt of financial aid, irrespective of number 
3.6 	of hours of service per week;
3.7 	(10) an individual who is employed for less than 300 hours in a fiscal year as an instructor 
3.8 	in an adult vocational education program;
3.9 	(11) with respect to court employees:
3.10 	(i) personal secretaries to judges;
3.11 	(ii) law clerks;
3.12 	(iii) managerial employees;
3.13 	(iv) confidential employees; and
3.14 	(v) supervisory employees; or
3.15 	(12) with respect to employees of Hennepin Healthcare System, Inc., managerial, 
3.16 	supervisory, and confidential employees.
3.17 	(b) The following individuals are public employees regardless of the exclusions of 
3.18 	paragraph (a), clauses (5) to (7):
3.19 	(1) an employee hired by a school district or the Board of Trustees of the Minnesota 
3.20 	State Colleges and Universities except at the university established in the Twin Cities 
3.21 	metropolitan area under section 136F.10 or for community services or community education 
3.22 	instruction offered on a noncredit basis: (i) to replace an absent teacher or faculty member 
3.23 	who is a public employee, where the replacement employee is employed more than 30 
3.24 	working days as a replacement for that teacher or faculty member; or (ii) to take a teaching 
3.25 	position created due to increased enrollment, curriculum expansion, courses which are a 
3.26 	part of the curriculum whether offered annually or not, or other appropriate reasons;
3.27 	(2) an employee hired for a position under paragraph (a), clause (6), item (i), if that same 
3.28 	position has already been filled under paragraph (a), clause (6), item (i), in the same calendar 
3.29 	year and the cumulative number of days worked in that same position by all employees 
3.30 	exceeds 67 calendar days in that year. For the purpose of this paragraph, "same position" 
3.31 	includes a substantially equivalent position if it is not the same position solely due to a 
3.32 	change in the classification or title of the position;
4.1 	(3) an early childhood family education teacher employed by a school district; and
4.2 	(4) an individual hired by the Board of Trustees of the Minnesota State Colleges and 
4.3 	Universities as the instructor of record to teach (i) one class for more than three credits in 
4.4 	a fiscal year, or (ii) two or more credit-bearing classes in a fiscal year.

4.5 	Sec. 3. Minnesota Statutes 2023 Supplement, section 179A.03, subdivision 18, is amended 
4.6 	to read:
4.7 		Subd. 18.Teacher. "Teacher" means any public employee other than a superintendent 
4.8 	or assistant superintendent, principal, assistant principal, or a supervisory or confidential 
4.9 	employee, employed by a school district:
4.10 	(1) in a position for which the person must be licensed by the Professional Educator 
4.11 	Licensing and Standards Board or the commissioner of education;
4.12 	(2) in a position as a physical therapist, occupational therapist, art therapist, music 
4.13 	therapist, or audiologist; or
4.14 	(3) in a position creating and delivering instruction to children in a preschool, school 
4.15 	readiness, school readiness plus, or prekindergarten program or other school district or 
4.16 	charter school-based early education program, except that an employee in a bargaining unit 
4.17 	certified before January 1, 2023, may remain in a bargaining unit that does not include 
4.18 	teachers unless an exclusive representative files a petition for a unit clarification or to transfer 
4.19 	exclusive representative status.

4.20 	Sec. 4. Minnesota Statutes 2022, section 179A.041, subdivision 2, is amended to read:
4.21 		Subd. 2.Alternate members. (a) The appointing authorities shall appoint alternate 
4.22 	members to serve only in the case event of a member having a conflict of interest or being 
4.23 	unavailable for a meeting under subdivision 9, as follows:
4.24 	(1) one alternate, appointed by the governor, who is an officer or employee of an exclusive 
4.25 	representative of public employees, to serve as an alternate to the member appointed by the 
4.26 	governor who is an officer or employee of an exclusive representative of public employees. 
4.27 	This alternate must not be an officer or employee of the same exclusive representative of 
4.28 	public employees as the member for whom the alternate serves;
4.29 	(2) one alternate, appointed by the governor, who is a representative of public employers, 
4.30 	to serve as an alternate to the member appointed by the governor who is a representative of 
4.31 	public employers. This alternate must not represent the same public employer as the member 
4.32 	for whom the alternate serves; and
5.1 	(3) one alternate, appointed by the member who is an officer or employee of an exclusive 
5.2 	representative of public employees and the member who is a representative of public 
5.3 	employers, who is not an officer or employee of an exclusive representative of public 
5.4 	employees, or a representative of a public employer, to serve as an alternate for the member 
5.5 	that represents the public at large.
5.6 	(b) Each alternate member shall serve a term that is coterminous with the term of the 
5.7 	member for whom the alternate member serves as an alternate.

5.8 	Sec. 5. Minnesota Statutes 2023 Supplement, section 179A.041, subdivision 10, is amended 
5.9 	to read:
5.10 		Subd. 10.Open Meeting Law; exceptions. Chapter 13D does not apply to meetings of 
5.11 	the a board meeting when itthe board is:
5.12 	(1) deliberating on the merits of an unfair labor practice charges charge under sections 
5.13 	179.11, 179.12, and 179A.13;
5.14 	(2) reviewing a hearing officer's recommended decision and order of a hearing officer
5.15 	under section 179A.13; or
5.16 	(3) reviewing decisions of the a commissioner of the Bureau of Mediation Services 
5.17 	relating todecision on an unfair labor practices practice under section 179A.12, subdivision 
5.18 	11.

5.19 	Sec. 6. Minnesota Statutes 2023 Supplement, section 179A.06, subdivision 6, is amended 
5.20 	to read:
5.21 		Subd. 6.Payroll deduction, authorization, and remittance. (a) Public employees have 
5.22 	the right to may request and be allowed payroll deduction for the exclusive representative 
5.23 	and the its associated political fund associated with the exclusive representative and registered 
5.24 	pursuant to under section 10A.12. If there is no exclusive representative, public employees 
5.25 	may request payroll deduction for the organization of their choice. A public employer must 
5.26 	provide payroll deduction according to any public employee's request under this paragraph.
5.27 	(b) A public employer must rely on a certification from any an exclusive representative 
5.28 	requesting remittance of a deduction that the organization has and will maintain an 
5.29 	authorization, signed, either by hand or electronically according to section 325L.02, paragraph 
5.30 	(h), by the public employee from whose salary or wages the deduction is to be made, which 
5.31 	may include an electronic signature by the public employee as defined in section 325L.02, 
5.32 	paragraph (h). An exclusive representative making such a certification must not be is not
6.1 	required to provide the public employer a copy of the authorization unless a dispute arises 
6.2 	about the authorization's existence or terms of the authorization. The exclusive representative 
6.3 	must indemnify the public employer for any successful claims made by the employee for 
6.4 	unauthorized deductions in reliance on the certification.
6.5 	(b) (c) A duespayroll deduction authorization remains in effect is effective until the
6.6 	exclusive representative notifies the employer receives notice from the exclusive 
6.7 	representative that a public employee has changed or canceled their the employee's
6.8 	authorization in writing in accordance with the terms of the original authorizing document, 
6.9 	and authorization. When determining whether deductions have been properly changed or 
6.10 	canceled, a public employer must rely on information from the exclusive representative 
6.11 	receiving remittance of the deduction regarding whether the deductions have been properly 
6.12 	changed or canceled. The exclusive representative must indemnify the public employer, 
6.13 	including any reasonable attorney fees and litigation costs, for any successful claims made 
6.14 	by the employee for unauthorized deductions made in reliance on such information.
6.15 	(c) (d) Deduction authorization under this section is:
6.16 	(1) independent from the public employee's membership status in the organization to 
6.17 	which payment is remitted; and is
6.18 	(2) effective regardless of whether a collective bargaining agreement authorizes the 
6.19 	deduction.
6.20 	(d) Employers (e) An employer must commence:
6.21 	(1) begin deductions within 30 days of notice of authorization from the after an exclusive 
6.22 	representative submits a certification under paragraph (b); and must
6.23 	(2) remit the deductions to the exclusive representative within 30 days of the deduction. 
6.24 	The failure of an employer to comply with the provisions of this paragraph shall be an unfair 
6.25 	labor practice under section 179A.13, the relief for which shall be reimbursement by the 
6.26 	employer of deductions that should have been made or remitted based on a valid authorization 
6.27 	given by the employee or employees.
6.28 	(e) In the absence of an exclusive representative, public employees have the right to 
6.29 	request and be allowed payroll deduction for the organization of their choice.
6.30 	(f) An exclusive representative must indemnify a public employer:
6.31 	(1) for any successful employee claim for unauthorized employer deductions made by 
6.32 	relying on an exclusive representative's certification under paragraph (b); and
7.1 	(2) for any successful employee claim for unauthorized employer deductions made by 
7.2 	relying on information for changing or canceling deductions under paragraph (c), with 
7.3 	indemnification including any reasonable attorney fees and litigation costs.
7.4 	(f) (g) Any dispute under this subdivision must be resolved through an unfair labor 
7.5 	practice proceeding under section 179A.13. It is an unfair labor practice if an employer fails 
7.6 	to comply with paragraph (e), and the employer must reimburse deductions that should have 
7.7 	been made or remitted based on a valid authorization given by the employee or employees.

7.8 	Sec. 7. Minnesota Statutes 2023 Supplement, section 179A.07, subdivision 8, is amended 
7.9 	to read:
7.10 		Subd. 8.Bargaining unit information. (a) Within 20 calendar days from the date of 
7.11 	hire of after a bargaining unit employee is hired, a public employer must provide the 
7.12 	following contact information on the employee to an the unit's exclusive representative in 
7.13 	an Excel file format or other format agreed to by the exclusive representative:
7.14 	(1) name;
7.15 	(2) job title;
7.16 	(3) worksite location, including location within in a facility when appropriate;
7.17 	(4) home address;
7.18 	(5) work telephone number;
7.19 	(6) home and personal cell phone numbers on file with the public employer;
7.20 	(7) date of hire; and
7.21 	(8) work email address and personal email address on file with the public employer.
7.22 	(b) Every 120 calendar days beginning on January 1, 2024, a public employer must 
7.23 	provide to an a bargaining unit's exclusive representative in an Excel file or similar format 
7.24 	agreed to by the exclusive representative the following information under paragraph (a) for 
7.25 	all bargaining unit employees: name; job title; worksite location, including location within 
7.26 	a facility when appropriate; home address; work telephone number; home and personal cell 
7.27 	phone numbers on file with the public employer; date of hire; and work email address and 
7.28 	personal email address on file with the public employer.
7.29 	(c) A public employer must notify an exclusive representative within 20 calendar days 
7.30 	of the separation of If a bargaining unit employee separates from employment or transfer
7.31 	transfers out of the bargaining unit of a bargaining unit employee, the employee's public 
8.1 	employer must notify the employee's exclusive representative within 20 calendar days after 
8.2 	the separation or transfer, including the reason for the separation or transfer.

8.3 	Sec. 8. Minnesota Statutes 2023 Supplement, section 179A.07, subdivision 9, is amended 
8.4 	to read:
8.5 		Subd. 9.Access. (a) A public employer must allow an exclusive representative or the 
8.6 	representative's agent to meet in person with a newly hired employees, without charge to 
8.7 	the pay or leave time of the employees, for 30 minutes, employee within 30 calendar days 
8.8 	from the date of hire, during new employee orientations or, if the employer does not conduct 
8.9 	new employee orientations, at individual or group meetings arranged by the employer in 
8.10 	coordination with the exclusive representative or the representative's agent during the newly 
8.11 	hired employees' regular working hours. For an orientation or meeting under this paragraph, 
8.12 	an employer must allow the employee and exclusive representative up to 30 minutes to meet 
8.13 	and must not charge the employee's pay or leave time during the orientation or meeting, or 
8.14 	the pay or leave time of an agent of the exclusive representative using time off under 
8.15 	subdivision 6. An orientation or meeting may be held virtually or for longer than 30 minutes 
8.16 	only by mutual agreement of the employer and exclusive representative.
8.17 	(b) An exclusive representative shall must receive no less than at least ten days' notice 
8.18 	in advance of an orientation, except that but a shorter notice may be provided where if there 
8.19 	is an urgent need critical to the employer's operations of the public employer that was not 
8.20 	reasonably foreseeable. Notice of and attendance at new employee orientations and other 
8.21 	meetings under this paragraph must be and paragraph (a) are limited to the public employer,:
8.22 	(1) the employees,;
8.23 	(2) the exclusive representative, and;
8.24 	(3) any vendor contracted to provide a service for purposes of the meeting. Meetings 
8.25 	may be held virtually or for longer than 30 minutes; and
8.26 	(4) the public employer or its designee, who may attend only by mutual agreement of 
8.27 	the public employer and exclusive representative.
8.28 	(b) (c) A public employer must allow an exclusive representative to communicate with 
8.29 	bargaining unit members using their employer-issued email addresses regarding by email 
8.30 	on:
8.31 	(1) collective bargaining,;
8.32 	(2) the administration of collective bargaining agreements,;
9.1 	(3) the investigation of grievances, and other workplace-related complaints and issues,;
9.2 	and
9.3 	(4) internal matters involving the governance or business of the exclusive representative, 
9.4 	consistent with the employer's generally applicable technology use policies.
9.5 	(d) An exclusive representative may communicate with bargaining unit members under 
9.6 	paragraph (c), via the members' employer-issued email addresses, but the communication 
9.7 	must be consistent with the employer's generally applicable technology use policies.
9.8 	(c) (e) A public employer must allow an exclusive representative to meet with bargaining 
9.9 	unit members in facilities owned or leased by the public employer regarding to communicate 
9.10 	on:
9.11 	(1) collective bargaining,;
9.12 	(2) the administration of collective bargaining agreements,;
9.13 	(3) the investigation of grievances and other workplace-related complaints and issues,;
9.14 	and
9.15 	(4) internal matters involving the governance or business of the exclusive representative, 
9.16 	provided the use does not interfere with governmental operations and the exclusive 
9.17 	representative complies with worksite security protocols established by the public employer. 
9.18 	Meetings conducted.
9.19 	(f) The following applies for a meeting under paragraph (e):
9.20 	(1) a meeting cannot interfere with government operations;
9.21 	(2) the exclusive representative must comply with employer-established worksite security 
9.22 	protocols;
9.23 	(3) a meeting in a government buildings pursuant to this paragraph must not building 
9.24 	cannot be for the purpose of supporting or opposing any candidate for partisan political 
9.25 	office or for the purpose of distributing literature or information regarding on partisan 
9.26 	elections.; and
9.27 	(4) an exclusive representative conducting a meeting in a government building or other 
9.28 	government facility pursuant to this subdivision may be charged for maintenance, security, 
9.29 	and other costs related to the use of using the government building or facility that would 
9.30 	not otherwise be incurred by the government entity.

10.1 	Sec. 9. Minnesota Statutes 2022, section 179A.09, is amended by adding a subdivision to 
10.2 	read:
10.3 		Subd. 4.Unit mergers. Upon the request of an exclusive representative for bargaining 
10.4 	units, the commissioner must designate as a single unit two bargaining units represented 
10.5 	by the exclusive representative, subject to subdivision 2 of this section as well as any other 
10.6 	statutory bargaining unit designation.

10.7 	Sec. 10. Minnesota Statutes 2022, section 179A.09, is amended by adding a subdivision 
10.8 	to read:
10.9 		Subd. 5.Position classifications. For the purpose of determining whether a new position 
10.10 	should be included in an existing bargaining unit, the position shall be analyzed with respect 
10.11 	to its assigned duties, without regard to title or telework status.

10.12 	Sec. 11. Minnesota Statutes 2023 Supplement, section 179A.10, subdivision 2, is amended 
10.13 	to read:
10.14 		Subd. 2.State employees. (a) Unclassified employees, unless otherwise excluded, are 
10.15 	included within the units which that include the classifications to which they are assigned 
10.16 	for purposes of compensation. Supervisory employees shall only can be assigned only to 
10.17 	units unit 12 and or 16. The following units are the appropriate units of executive branch 
10.18 	state employees:
10.19 	(1) law enforcement unit;
10.20 	(2) craft, maintenance, and labor unit;
10.21 	(3) service unit;
10.22 	(4) health care nonprofessional unit;
10.23 	(5) health care professional unit;
10.24 	(6) clerical and office unit;
10.25 	(7) technical unit;
10.26 	(8) correctional guards unit;
10.27 	(9) state university instructional unit;
10.28 	(10) state college instructional unit;
10.29 	(11) state university administrative unit;
11.1 	(12) professional engineering unit;
11.2 	(13) health treatment unit;
11.3 	(14) general professional unit;
11.4 	(15) professional state residential instructional unit;
11.5 	(16) supervisory employees unit;
11.6 	(17) public safety radio communications operator unit;
11.7 	(18) licensed peace officer special unit; and
11.8 	(19) licensed peace officer leader unit.
11.9 	Each unit consists of the classifications or positions assigned to it in the schedule of 
11.10 	state employee job classification and positions maintained by the commissioner. The 
11.11 	commissioner may only make changes in the schedule in existence on the day prior to 
11.12 	August 1, 1984, as required by law or as provided in subdivision 4.
11.13 	(b) The following positions are included in the licensed peace officer special unit:
11.14 	(1) State Patrol lieutenant;
11.15 	(2) NR district supervisor - enforcement;
11.16 	(3) assistant special agent in charge;
11.17 	(4) corrections investigation assistant director 2;
11.18 	(5) corrections investigation supervisor; and
11.19 	(6) commerce supervisor special agent.
11.20 	(c) The following positions are included in the licensed peace officer leader unit:
11.21 	(1) State Patrol captain;
11.22 	(2) NR program manager 2 enforcement; and
11.23 	(3) special agent in charge.
11.24 	(d) Each unit consists of the classifications or positions assigned to it in the schedule of 
11.25 	state employee job classification and positions maintained by the commissioner. The 
11.26 	commissioner may make changes in the schedule in existence on the day before August 1, 
11.27 	1984, only:
11.28 	(1) as required by law; or
11.29 	(2) as provided in subdivision 4.

12.1 	Sec. 12. Minnesota Statutes 2023 Supplement, section 179A.12, subdivision 2a, is amended 
12.2 	to read:
12.3 		Subd. 2a.Majority verification procedure. (a) Notwithstanding any other provision 
12.4 	of this section, An employee organization may file a petition with the commissioner 
12.5 	requesting certification as the exclusive representative of an a proposed appropriate unit 
12.6 	based on a verification that for which there is no currently certified exclusive representative. 
12.7 	The petition must verify that over 50 percent of the employees in the proposed appropriate 
12.8 	unit wish to be represented by the petitioner organization. The commissioner shall require 
12.9 	dated representation authorization signatures of affected employees as verification of the 
12.10 	employee organization's claim of majority status.
12.11 	(b) Upon receipt of an employee organization's petition, accompanied by employee 
12.12 	authorization signatures under this subdivision, the commissioner shall investigate the 
12.13 	petition. If the commissioner determines that over 50 percent of the employees in an the
12.14 	appropriate unit have provided authorization signatures designating the petitioning employee 
12.15 	organization specified in the petition as their exclusive representative, the commissioner 
12.16 	shall not order an election but shall must certify the employee organization as the employees' 
12.17 	exclusive representative without ordering an election under this section.

12.18 	Sec. 13. Minnesota Statutes 2022, section 179A.12, subdivision 5, is amended to read:
12.19 		Subd. 5.Commissioner to investigate. The commissioner shall, Upon receipt of an 
12.20 	employee organization's receiving a petition to the commissioner under subdivision 3 1a 
12.21 	or 2a, the commissioner must:
12.22 	(1) investigate to determine if sufficient evidence of a question of representation exists;
12.23 	and
12.24 	(2) hold hearings necessary to determine the appropriate unit and other matters necessary 
12.25 	to determine the representation rights of the affected employees and employer.

12.26 	Sec. 14. Minnesota Statutes 2023 Supplement, section 179A.12, subdivision 6, is amended 
12.27 	to read:
12.28 		Subd. 6.Authorization signatures. In (a) When determining the numerical status of 
12.29 	an employee organization for purposes of this section, the commissioner shall must require 
12.30 	a dated representation authorization signatures of affected employees signature of each 
12.31 	affected employee as verification of the statements contained in the joint request or petitions
12.32 	petition. These
13.1 	(b) An authorization signatures shall be signature is privileged and confidential 
13.2 	information available to the commissioner only. An electronic signatures signature, as 
13.3 	defined in section 325L.02, paragraph (h), shall be is valid as an authorization signatures
13.4 	signature.
13.5 	(c) An authorization signatures shall be signature is valid for a period of one year 
13.6 	following the signature date of signature.

13.7 	Sec. 15. Minnesota Statutes 2023 Supplement, section 179A.12, subdivision 11, is amended 
13.8 	to read:
13.9 		Subd. 11.Unfair labor practices. The commissioner may void the result of an election 
13.10 	or majority verification procedure and order a new election or procedure if the commissioner 
13.11 	finds that one of the following:
13.12 	(1) there was an unfair labor practice that:
13.13 	(i) was committed by an employer or, a representative candidate or, an employee, or a 
13.14 	group of employees,; and that the unfair labor practice
13.15 	(ii) affected the result of an the election or the majority verification procedure pursuant 
13.16 	to subdivision 2a,; or that
13.17 	(2) procedural or other irregularities in the conduct of the election or majority verification 
13.18 	procedure may have substantially affected its the results, the commissioner may void the 
13.19 	result and order a new election or majority verification procedure.

13.20 	Sec. 16. Minnesota Statutes 2022, section 179A.13, subdivision 1, is amended to read:
13.21 		Subdivision 1.Actions. (a) The practices specified in this section are unfair labor 
13.22 	practices. Any employee, employer, employee or employer organization, exclusive 
13.23 	representative, or any other person or organization aggrieved by an unfair labor practice as 
13.24 	defined in this section may file an unfair labor practice charge with the board.
13.25 	(b) Whenever it is charged that any party has engaged in or is engaging in any unfair 
13.26 	labor practice, an investigator designated by the board shall promptly conduct an investigation 
13.27 	of the charge. Unless after the investigation the board finds that the charge has no reasonable 
13.28 	basis in law or fact, the board shall promptly issue a complaint and cause to be served upon 
13.29 	the party a complaint stating the charges, accompanied by a notice of hearing before a 
13.30 	qualified hearing officer designated by the board at the offices of the bureau or other location 
13.31 	as the board deems appropriate, not less than five days nor more than 20 days more than 
13.32 	30 days after serving the complaint absent mutual agreement of the parties, provided that 
14.1 	no complaint shall be issued based upon any unfair labor practice occurring more than six 
14.2 	months prior to the filing of a charge. A complaint issued under this subdivision may be 
14.3 	amended by the board at any time prior to the issuance of an order based thereon. The party 
14.4 	who is the subject of the complaint has the right to file an answer to the original or amended 
14.5 	complaint prior to hearing and to appear in person or by a representative and give testimony 
14.6 	at the place and time fixed in the complaint. In the discretion of the hearing officer conducting 
14.7 	the hearing or the board, any other party may be allowed to intervene in the proceeding and 
14.8 	to present testimony. The board or designated hearing officers shall not be bound by the 
14.9 	rules of evidence applicable to courts, except as to the rules of privilege recognized by law.
14.10 	(c) Designated investigators must conduct the investigation of charges.
14.11 	(d) Hearing officers must be licensed to practice law in the state of Minnesota have a 
14.12 	juris doctor and must conduct the hearings and issue recommended decisions and orders.
14.13 	(e) The board or its designees shall have the power to issue subpoenas and administer 
14.14 	oaths. If any party willfully fails or neglects to appear or testify or to produce books, papers, 
14.15 	and records pursuant to the issuance of a subpoena, the board may apply to a court of 
14.16 	competent jurisdiction to request that the party be ordered to appear to testify or produce 
14.17 	the requested evidence.
14.18 	(f) A full and complete record shall be kept of all proceedings before the board or 
14.19 	designated hearing officer and shall be transcribed by a reporter appointed by the board.
14.20 	(g) The party on whom the burden of proof rests shall be required to sustain the burden 
14.21 	by a preponderance of the evidence.
14.22 	(h) At any time prior to the close of a hearing, the parties may by mutual agreement 
14.23 	request referral to mediation, at which time the commissioner shall appoint a mediator, and 
14.24 	the hearing shall be suspended pending the results of the mediation.
14.25 	(i) If, upon a preponderance of the evidence taken, the hearing officer determines that 
14.26 	any party named in the charge has engaged in or is engaging in an unfair labor practice, 
14.27 	then a recommended decision and order shall be issued stating findings of fact and 
14.28 	conclusions, and requiring the party to cease and desist from the unfair labor practice, to 
14.29 	post a cease-and-desist notice in the workplace, and ordering any appropriate relief to 
14.30 	effectuate the policies of this section, including but not limited to reinstatement, back pay, 
14.31 	and any other remedies that make a charging party whole. If back pay is awarded, the award 
14.32 	must include interest at the rate of seven percent per annum. The order further may require 
14.33 	the party to make reports from time to time, and demonstrate the extent to which the party 
14.34 	has complied with the order.
15.1 	(j) If there is no preponderance of evidence that the party named in the charge has 
15.2 	engaged in or is engaging in the unfair labor practice, then the hearing officer shall issue a 
15.3 	recommended decision and order stating findings of fact and dismissing the complaint.
15.4 	(k) Parties may file exceptions to the hearing officer's recommended decision and order 
15.5 	with the board no later than 30 days after service of the recommended decision and order. 
15.6 	The board shall review the recommended decision and order upon timely filing of exceptions 
15.7 	or upon its own motion. If no timely exceptions have been filed, the parties must be deemed 
15.8 	to have waived their exceptions. Unless the board reviews the recommended decision and 
15.9 	order upon its own motion, it must not be legal precedent and must be final and binding 
15.10 	only on the parties to the proceeding as issued in an order issued by the board. If the board 
15.11 	does review the recommended decision and order, the board may adopt all, part, or none of 
15.12 	the recommended decision and order, depending on the extent to which it is consistent with 
15.13 	the record and applicable laws. The board shall issue and serve on all parties its decision 
15.14 	and order. The board shall retain jurisdiction over the case to ensure the parties' compliance 
15.15 	with the board's order. Unless overturned by the board, the parties must comply with the 
15.16 	recommended decision and order.
15.17 	(l) Until the record has been filed in the court of appeals or district court, the board at 
15.18 	any time, upon reasonable notice and in a manner it deems appropriate, may modify or set 
15.19 	aside, in whole or in part, any finding or order made or issued by it.
15.20 	(m) Upon a final order that an unfair labor practice has been committed, the board or 
15.21 	the charging party may petition the district court for the enforcement of the order and for 
15.22 	appropriate temporary relief or a restraining order. When the board petitions the court, the 
15.23 	charging party may intervene as a matter of right.
15.24 	(n) Whenever it appears that any party has violated a final order of the board issued 
15.25 	pursuant to this section, the board must petition the district court for an order directing the 
15.26 	party and its officers, agents, servants, successors, and assigns to comply with the order of 
15.27 	the board. The board shall be represented in this action by its general counsel, who has been 
15.28 	appointed by the board. The court may grant or refuse, in whole or in part, the relief sought, 
15.29 	provided that the court also may stay an order of the board pending disposition of the 
15.30 	proceedings. The court may punish a violation of its order as in civil contempt.
15.31 	(o) The board shall have power, upon issuance of an unfair labor practice complaint 
15.32 	alleging that a party has engaged in or is engaging in an unfair labor practice, to petition 
15.33 	the district court for appropriate temporary relief or a restraining order. Upon the filing of 
15.34 	any such petition, the court shall cause notice thereof to be served upon such parties, and 
16.1 	thereupon shall have jurisdiction to grant to the board or commissioner temporary relief or 
16.2 	a restraining order as it deems appropriate. Nothing in this paragraph precludes a charging 
16.3 	party from seeking injunctive relief in district court after filing the unfair labor practice 
16.4 	charge.
16.5 	(p) The proceedings in paragraphs (m), (n), and (o) shall be commenced in the district 
16.6 	court for the county in which the unfair labor practice which is the subject of the order or 
16.7 	administrative complaint was committed, or where a party alleged to have committed the 
16.8 	unfair labor practice resides or transacts business.

16.9 	Sec. 17. Minnesota Statutes 2022, section 179A.13, subdivision 2, is amended to read:
16.10 		Subd. 2.Employers. Public employers, their agents and representatives are prohibited 
16.11 	from:
16.12 	(1) interfering, restraining, or coercing employees in the exercise of the rights guaranteed 
16.13 	in sections 179A.01 to 179A.25;
16.14 	(2) dominating or interfering with the formation, existence, or administration of any 
16.15 	employee organization or contributing other support to it;
16.16 	(3) discriminating in regard to hire or tenure to encourage or discourage membership in 
16.17 	an employee organization;
16.18 	(4) discharging or otherwise discriminating against an employee because the employee 
16.19 	has signed or filed an affidavit, petition, or complaint or given information or testimony 
16.20 	under sections 179A.01 to 179A.25;
16.21 	(5) refusing to meet and negotiate in good faith with the exclusive representative of its 
16.22 	employees in an appropriate unit;
16.23 	(6) refusing to comply with grievance procedures contained in an agreement;
16.24 	(7) distributing or circulating a blacklist of individuals exercising a legal right or of 
16.25 	members of a labor organization for the purpose of preventing blacklisted individuals from 
16.26 	obtaining or retaining employment;
16.27 	(8) violating rules established by the commissioner regulating the conduct of 
16.28 	representation elections;
16.29 	(9) refusing to comply with a valid decision of a binding arbitration panel or arbitrator;
16.30 	(10) violating or refusing to comply with any lawful order or decision issued by the 
16.31 	commissioner or the board;
17.1 	(11) refusing to provide, upon the request of the exclusive representative, all information 
17.2 	pertaining to the public employer's budget both present and proposed, revenues, and other 
17.3 	financing information provided that in the executive branch of state government this clause 
17.4 	may not be considered contrary to the budgetary requirements of sections 16A.10 and 
17.5 	16A.11; or
17.6 	(12) granting or offering to grant the status of permanent replacement employee to a 
17.7 	person for performing bargaining unit work for the employer during a lockout of employees 
17.8 	in an employee organization or during a strike authorized by an employee organization that 
17.9 	is an exclusive representative.;
17.10 	(13) failing or refusing to provide information that is relevant to enforcement or 
17.11 	negotiation of a contract within a reasonable time from receiving a request by an exclusive 
17.12 	representative, not to exceed ten days for information relevant to contract enforcement or 
17.13 	30 days for information relevant to contract negotiation;
17.14 	(14) refusing to reallocate a position after the commissioner has determined the position 
17.15 	was not placed into the correct bargaining unit; or
17.16 	(15) refusing to restore a position to classified service after determination that the position 
17.17 	was incorrectly placed into unclassified service under section 43A.08.

17.18 	Sec. 18. Minnesota Statutes 2022, section 179A.40, subdivision 1, is amended to read:
17.19 		Subdivision 1.Units. The following are the appropriate employee units of the Hennepin 
17.20 	Healthcare System, Inc. All units shall exclude supervisors, managerial employees, and 
17.21 	confidential employees. No additional units of Hennepin Healthcare System, Inc., shall be 
17.22 	eligible to be certified for the purpose of meeting and negotiating with an exclusive 
17.23 	representative. The units include all:
17.24 	(1) registered nurses;
17.25 	(2) physicians except those employed as interns, residents, or fellows;
17.26 	(3) professionals except for registered nurses and physicians;
17.27 	(4) technical and paraprofessional employees;
17.28 	(5) carpenters, electricians, painters, and plumbers;
17.29 	(6) health general service employees;
17.30 	(7) interpreters;
18.1 	(8) emergency medical technicians/emergency medical dispatchers (EMT/EMD), and 
18.2 	paramedics;
18.3 	(9) bioelectronics specialists, bioelectronics technicians, and electronics technicians;
18.4 	(10) skilled maintenance employees; and
18.5 	(11) clerical employees.; and
18.6 	(12) physicians employed as interns, residents, and fellows.

18.7 	Sec. 19. Minnesota Statutes 2022, section 179A.54, subdivision 5, is amended to read:
18.8 		Subd. 5.Legislative action on Collective bargaining agreements. Any agreement 
18.9 	reached between the state and the exclusive representative of individual providers under 
18.10 	chapter 179A shall be submitted to the legislature to be accepted or rejected in accordance 
18.11 	with sections 3.855 and 179A.22 The commissioner of management and budget is authorized 
18.12 	to enter into and implement agreements, including interest arbitration decisions, with the 
18.13 	exclusive representative of individual providers as provided in section 179A.22, subdivision 
18.14 	4, except for terms and conditions requiring appropriations, changes to state law, or approval 
18.15 	from the federal government which shall be contingent upon and executed following receipt 
18.16 	of appropriations and state and federal approval.

18.17 	Sec. 20. RULEMAKING.
 18.18 	The commissioner of the Bureau of Mediation Services must adopt rules on petitions 
18.19 	for majority verification, including technical changes needed for consistency with Minnesota 
18.20 	Statutes, section 179A.12, and the commissioner may use the expedited rulemaking process 
18.21 	under Minnesota Statutes, section 14.389.

18.22 	Sec. 21. REVISOR INSTRUCTION.
 18.23 	The revisor of statutes must renumber Minnesota Statutes, section 179A.12, subdivision 
18.24 	3, as Minnesota Statutes, section 179A.12, subdivision 1a.