1.1 	A bill for an act
1.2 	relating to labor and industry; modifying combative sports regulations; modifying 
1.3 	supplemental appropriations and other provisions related to the Bureau of Mediation 
1.4 	Services; making technical and policy changes to certain public employee labor 
1.5 	relations provisions; modifying earned sick and safe time; authorizing rulemaking; 
1.6 	providing compensation for minors appearing in Internet content creation; 
1.7 	modifying previous appropriations; appropriating money;amending Minnesota 
1.8 	Statutes 2022, sections 179A.041, subdivision 2; 179A.09, by adding subdivisions; 
1.9 	179A.11, subdivisions 1, 2, by adding a subdivision; 179A.12, subdivision 5; 
1.10 	179A.13, subdivisions 1, 2; 179A.40, subdivision 1; 179A.54, subdivision 5; 
1.11 	181.960, subdivision 3; 181A.03, subdivision 1, by adding subdivisions; 326B.89, 
1.12 	subdivision 5; 341.28, by adding a subdivision; 341.29; 626.892, subdivision 10; 
1.13 	Minnesota Statutes 2023 Supplement, sections 13.43, subdivision 6; 177.27, 
1.14 	subdivision 4; 177.50, by adding subdivisions; 179A.03, subdivisions 14, 18; 
1.15 	179A.041, subdivision 10; 179A.06, subdivision 6; 179A.07, subdivisions 8, 9; 
1.16 	179A.10, subdivision 2; 179A.12, subdivisions 2a, 6, 11; 181.032; 181.9445, 
1.17 	subdivisions 4, 5, by adding a subdivision; 181.9446; 181.9447, subdivisions 1, 
1.18 	3, 5, 10, 11, by adding a subdivision; 181.9448, subdivisions 1, 2, 3; 341.25; 
1.19 	341.28, subdivision 5; 341.30, subdivision 4; 341.321; 341.33, by adding a 
1.20 	subdivision; 341.355; Laws 2023, chapter 53, article 14, section 1; article 19, 
1.21 	sections 2, subdivisions 1, 3, 5; 4; proposing coding for new law in Minnesota 
1.22 	Statutes, chapters 181; 181A; repealing Minnesota Statutes 2022, sections 179.81; 
1.23 	179.82; 179.83, subdivision 1; 179.84, subdivision 1; 179.85; Minnesota Rules, 
1.24 	parts 5520.0100; 5520.0110; 5520.0120; 5520.0200; 5520.0250; 5520.0300; 
1.25 	5520.0500; 5520.0520; 5520.0540; 5520.0560; 5520.0600; 5520.0620; 5520.0700; 
1.26 	5520.0710; 5520.0800.
1.27 	BE IT ENACTED BY THE LEGISLATURE OF THE STATE OF MINNESOTA:

1.28 	ARTICLE 1
1.29 	APPROPRIATIONS

1.30	Section 1. APPROPRIATIONS.
 	
1.31 	The sums shown in the columns marked "Appropriations" are appropriated to the agencies 
1.32 	and for the purposes specified in sections 2 to 6. The appropriations are from the general 
2.1 	fund, or another named fund, and are available for the fiscal years indicated for each purpose. 
2.2 	The figures "2024" and "2025" used in this article mean that the appropriations listed under 
2.3 	them are available for the fiscal year ending June 30, 2024, or June 30, 2025, respectively. 
2.4 	"The first year" is fiscal year 2024. "The second year" is fiscal year 2025. "The biennium" 
2.5 	is fiscal years 2024 and 2025.

2.6				APPROPRIATIONS
	
2.7				Available for the Year
	
2.8				Ending June 30
	
2.9					2024
		2025

2.10	Sec. 2. DEPARTMENT OF HEALTH
 	$
	-0-
	$
	174,000
	
2.11 	$174,000 the second year is for technical 
2.12 	assistance for rulemaking for acceptable blood 
2.13 	lead levels for workers. This appropriation is 
2.14 	onetime and is available until June 30, 2026.

2.15	Sec. 3. ATTORNEY GENERAL'S OFFICE
 	$
	-0-
	$
	120,000
	
2.16 	$120,000 the second year is for enforcement 
2.17 	of compensation for internet content creators 
2.18 	under Minnesota Statutes, section 181A.13. 
2.19 	This appropriation is available until June 30, 
2.20 	2026. The base for this appropriation is 
2.21 	$120,000 for fiscal year 2026 and $240,000 
2.22 	for fiscal year 2027 and each year thereafter.

2.23
2.24	Sec. 4. BOARD OF REGENTS OF THE 
UNIVERSITY OF MINNESOTA
 	$
	-0-
	$
	.......
	
2.25 	$....... the second year is for labor relations 
2.26 	staffing costs. The base for this appropriation 
2.27 	is $....... for fiscal year 2026 and $....... for 
2.28 	fiscal year 2027 and each year thereafter.

2.29
2.30
2.31	Sec. 5. BOARD OF TRUSTEES OF THE 
MINNESOTA STATE COLLEGES AND 
UNIVERSITIES
 	$
	-0-
	$
	.......
	
2.32 	$....... the second year is for labor relations 
2.33 	staffing costs.

2.34
2.35	Sec. 6. DEPARTMENT OF LABOR AND 
INDUSTRY
 	$
	-0-
	$
	.......
	
3.1 	(a) $....... the second year is for a grant to 
3.2 	Tending the Soil, a 501(c)(3) nonprofit 
3.3 	organization, to redevelop a building located 
3.4 	at 2808 Hennepin Avenue South in 
3.5 	Minneapolis, for use as the Rise Up Center to 
3.6 	house a workforce development and job 
3.7 	training center, office spaces for the 
3.8 	administration of workforce development 
3.9 	programs, and a public gathering space. The 
3.10 	center, when complete, shall be capable of 
3.11 	training up to 3,000 low-income workers 
3.12 	annually from diverse backgrounds in the 
3.13 	fields of green energy, construction, food 
3.14 	processing, and other stable careers through 
3.15 	preapprenticeships and job readiness training, 
3.16 	in partnership with labor and grassroots 
3.17 	organizations. This is a onetime appropriation 
3.18 	and is available until the project is completed 
3.19 	or abandoned, subject to Minnesota Statutes, 
3.20 	section 16A.642.
3.21 	(b) Beginning January 15, 2025, the 
3.22 	commissioner of labor and industry must 
3.23 	annually report to the legislative committees 
3.24 	with jurisdiction over economic development, 
3.25 	workforce development, jobs, and labor 
3.26 	regarding the uses of funds in this grant. The 
3.27 	report must include how much of the grant 
3.28 	funds remain unspent. The report must also 
3.29 	detail the number of workers served by the 
3.30 	grant. A final report is due the January 15 
3.31 	immediately following the cancellation or 
3.32 	exhaustion of this grant. As a condition of 
3.33 	receiving the grant, Tending the Soil must 
3.34 	agree to provide the commissioner any 
3.35 	information needed to complete this report.

4.1 	Sec. 7. Laws 2023, chapter 53, article 14, section 1, is amended to read:
4.2 	Section 1. EARNED SICK AND SAFE TIME APPROPRIATIONS.
 4.3 	(a) $1,445,000 in fiscal year 2024 and $2,209,000 $1,899,000 in fiscal year 2025 are 
4.4 	appropriated from the general fund to the commissioner of labor and industry for enforcement 
4.5 	and other duties regarding earned sick and safe time under Minnesota Statutes, sections 
4.6 	181.9445 to 181.9448, and chapter 177. The base for this appropriation is $1,899,000 for 
4.7 	fiscal year 2026 and each year thereafter.
4.8 	(b) $300,000 in fiscal year 2024 and $300,000 in fiscal year 2025 are appropriated from 
4.9 	the general fund to the commissioner of labor and industry for grants to community 
4.10 	organizations under Minnesota Statutes, section 177.50, subdivision 4. This is a onetime 
4.11 	appropriation.
4.12 	(c) $310,000 in fiscal year 2025 is appropriated from the general fund to the commissioner 
4.13 	of labor and industry for rulemaking related to earned sick and safe time under Minnesota 
4.14 	Statutes, sections 181.9445 to 181.9448, and chapter 177. This is a onetime appropriation 
4.15 	and is available until June 30, 2027.

4.16 	EFFECTIVE DATE. This section is effective the day following final enactment.

4.17 	Sec. 8. Laws 2023, chapter 53, article 19, section 2, subdivision 1, is amended to read:

4.194.18
	Subdivision 1.Total Appropriation
 	$
	47,710,000
	$
	44,044,000
44,464,000

4.20	Appropriations by Fund
	
4.21		2024
	2025
	
4.234.22
	General
	7,200,000
	4,889,000
5,030,000
	
4.24
4.25	Workers' 
Compensation
	30,599,000
	32,390,000
32,669,000
	
4.26
4.27	Workforce 
Development
	9,911,000
	6,765,000
	
4.28 	The amounts that may be spent for each 
4.29 	purpose are specified in the following 
4.30 	subdivisions. The general fund base for this 
4.31 	appropriation is $4,936,000 $5,077,000 in 
4.32 	fiscal year 2026 and $4,958,000 $5,030,000
4.33 	in fiscal year 2027 and each year thereafter. 
4.34 	The workers compensation fund base is 
5.1 	$32,749,000 $32,892,000 in fiscal year 2026 
5.2 	and $32,458,000 in fiscal year 2027 and each 
5.3 	year thereafter. The workforce development 
5.4 	fund base is $6,765,000 in fiscal year 2026 
5.5 	and each year thereafter.

5.6 	Sec. 9. Laws 2023, chapter 53, article 19, section 2, subdivision 3, is amended to read:

5.85.7
	Subd. 3.Labor Standards
 		6,520,000
		6,270,000
6,411,000

5.9	Appropriations by Fund
	
5.115.10
	General
	4,957,000
	4,635,000
4,776,000
	
5.12
5.13	Workforce 
Development
	1,563,000
	1,635,000
	
5.14 	The general fund base for this appropriation 
5.15 	is $4,682,000 $4,823,000 in fiscal year 2026 
5.16 	and $4,704,000 $4,776,000 in fiscal year 2027 
5.17 	and each year thereafter.
5.18 	(a) $2,046,000 each year is for wage theft 
5.19 	prevention.
5.20 	(b) $1,563,000 the first year and $1,635,000 
5.21 	the second year are from the workforce 
5.22 	development fund for prevailing wage 
5.23 	enforcement.
5.24 	(c) $134,000 the first year and $134,000 the 
5.25 	second year are for outreach and enforcement 
5.26 	efforts related to changes to the nursing 
5.27 	mothers, lactating employees, and pregnancy 
5.28 	accommodations law.
5.29 	(d) $661,000 the first year and $357,000 the 
5.30 	second year are to perform work for the 
5.31 	Nursing Home Workforce Standards Board. 
5.32 	The base for this appropriation is $404,000 in 
5.33 	fiscal year 2026 and $357,000 in fiscal year 
5.34 	2027.
6.1 	(e) $225,000 the first year and $169,000 the 
6.2 	second year are for the purposes of the Safe 
6.3 	Workplaces for Meat and Poultry Processing 
6.4 	Workers Act.
6.5 	(f) $27,000 the first year is for the creation 
6.6 	and distribution of a veterans' benefits and 
6.7 	services poster under Minnesota Statutes, 
6.8 	section 181.536.
6.9 	(g) $141,000 the second year is to inform and 
6.10 	educate employers relating to Minnesota 
6.11 	Statutes, section 181.960.

6.12 	Sec. 10. Laws 2023, chapter 53, article 19, section 2, subdivision 5, is amended to read:

6.146.13
	Subd. 5.Workplace Safety
 		8,644,000
		7,559,000
7,838,000

6.15	Appropriations by Fund
	
6.16	General
	2,000,000
	-0-
	
6.17
6.18	Workers' 
Compensation
	6,644,000
	7,559,000
7,838,000
	
6.19 	The workers compensation fund base for this 
6.20 	appropriation is $7,918,000 $8,061,000 in 
6.21 	fiscal year 2026 and $7,627,000 in fiscal year 
6.22 	2027 and each year thereafter.
6.23 	$2,000,000 the first year is for the ergonomics 
6.24 	safety grant program. This appropriation is 
6.25 	available until June 30, 2026. This is a onetime 
6.26 	appropriation.

6.27 	Sec. 11. Laws 2023, chapter 53, article 19, section 4, is amended to read:

6.28	Sec. 4. BUREAU OF MEDIATION SERVICES
 	$
	3,707,000
	$
	3,789,000
	
6.29 	(a) $750,000 each year is for purposes of the 
6.30 	Public Employment Relations Board under 
6.31 	Minnesota Statutes, section 179A.041.
7.1 	(b) $68,000 each year is for grants to area 
7.2 	labor management committees. Grants may 
7.3 	be awarded for a 12-month period beginning 
7.4 	July 1 each year. Any unencumbered balance 
7.5 	remaining at the end of the first year does not 
7.6 	cancel but is available for the second year.
7.7 	(c) $47,000 each year is for rulemaking, 
7.8 	staffing, and other costs associated with peace 
7.9 	officer grievance procedures.

7.10 	EFFECTIVE DATE. This section is effective retroactively from July 1, 2023.

7.11 	ARTICLE 2
7.12 	COMBATIVE SPORTS - DEPARTMENT OF LABOR AND INDUSTRY

7.13 	Section 1. Minnesota Statutes 2023 Supplement, section 341.25, is amended to read:
7.14 	341.25 RULES.
7.15 	(a) The commissioner may adopt rules that include standards for the physical examination 
7.16 	and condition of combatants and referees.
7.17 	(b) The commissioner may adopt other rules necessary to carry out the purposes of this 
7.18 	chapter, including, but not limited to, the conduct of all combative sport contests and their 
7.19 	manner, supervision, time, and place.
7.20 	(c) The most recent version of the Unified Rules of Mixed Martial Arts, as promulgated 
7.21 	by the Association of Boxing Commissions, is incorporated by reference and made a part 
7.22 	of this chapter except as qualified by this chapter and Minnesota Rules, chapter 2202. In 
7.23 	the event of a conflict between this chapter and the Unified Rules, this chapter must govern.
7.24 	(d) The most recent version of the Unified Rules of Boxing, as promulgated by the 
7.25 	Association of Boxing Commissions, is incorporated by reference and made a part of this 
7.26 	chapter except as qualified by this chapter and Minnesota Rules, chapter 2201. In the event 
7.27 	of a conflict between this chapter and the Unified Rules, this chapter must govern.
7.28 	(e) The most recent version of the Unified Rules of Kickboxing and Unified Rules of 
7.29 	Muay Thai, as promulgated by the Association of Boxing Commissions, is are incorporated 
7.30 	by reference and made a part of this chapter except as qualified by this chapter and any 
7.31 	applicable Minnesota Rules. In the event of a conflict between this chapter and the Unified 
7.32 	Rules those rules, this chapter must govern. If a promoter seeks to hold a kickboxing event 
8.1 	governed by a different set of kickboxing rules, the promoter must send the commissioner 
8.2 	a copy of the rules under which the proposed bouts will be conducted at least 45 days before 
8.3 	the event. The commissioner may approve or deny the use of the alternative rules at the 
8.4 	commissioner's discretion. If the alternative rules are approved for an event, this chapter 
8.5 	and any applicable Minnesota Rules, except of those incorporating the Unified Rules of 
8.6 	Kickboxing and Unified Rules of Muay Thai, must govern if there is a conflict between the 
8.7 	rules and Minnesota law.

8.8 	Sec. 2. Minnesota Statutes 2023 Supplement, section 341.28, subdivision 5, is amended 
8.9 	to read:
8.10 		Subd. 5.Regulatory authority; martial arts and amateur boxing.  (a) Unless this 
8.11 	chapter specifically states otherwise, contests or exhibitions for martial arts and amateur 
8.12 	boxing are exempt from the requirements of this chapter and officials at these events are 
8.13 	not required to be licensed under this chapter.
8.14 	(b) Martial arts and amateur boxing contests, unless subject to the exceptions set forth 
8.15 	in subdivision 6 or 7, must be regulated by a nationally recognized organization approved 
8.16 	by the commissioner. The organization must have a set of written standards, procedures, or 
8.17 	rules used to sanction the combative sports it oversees.
8.18 	(c) Any regulatory body overseeing a martial arts or amateur boxing event must submit 
8.19 	bout results to the commissioner within 72 hours after the event. If the regulatory body 
8.20 	issues suspensions, the regulatory body must submit to the commissioner a list of any 
8.21 	suspensions resulting from the event within 72 hours after the event. Regulatory bodies that 
8.22 	oversee combative sports or martial arts contests under subdivision 6 or 7 are not subject 
8.23 	to this paragraph.

8.24 	Sec. 3. Minnesota Statutes 2022, section 341.28, is amended by adding a subdivision to 
8.25 	read:
8.26 		Subd. 7.Regulatory authority; youth competition. Combative sports or martial arts 
8.27 	contests between individuals under the age of 18 years are exempt from the requirements 
8.28 	of this chapter and officials at these events are not required to be licensed under this chapter. 
8.29 	A contest under this subdivision must be regulated by (1) a widely recognized organization 
8.30 	that regularly oversees youth competition, or (2) a local government.

9.1 	Sec. 4. Minnesota Statutes 2022, section 341.29, is amended to read:
9.2 	341.29 JURISDICTION OF COMMISSIONER.
9.3 	The commissioner shall:
9.4 	(1) have sole direction, supervision, regulation, control, and jurisdiction over all 
9.5 	combative sport contests that are held within this state unless a contest is exempt from the 
9.6 	application of this chapter under federal law;
9.7 	(2) have sole control, authority, and jurisdiction over all licenses required by this chapter;
9.8 	(3) grant a license to an applicant if, in the judgment of the commissioner, the financial 
9.9 	responsibility, experience, character, and general fitness of the applicant are consistent with 
9.10 	the public interest, convenience, or necessity and in the best interests of combative sports 
9.11 	and conforms with this chapter and the commissioner's rules;
9.12 	(4) deny, suspend, or revoke a license using the enforcement provisions of section 
9.13 	326B.082, except that the licensing reapplication time frames remain within the sole 
9.14 	discretion of the commissioner; and
9.15 	(5) serve final nonlicensing orders in performing the duties of this chapter which are 
9.16 	subject to the contested case procedures provided in sections 14.57 to 14.69.

9.17 	Sec. 5. Minnesota Statutes 2023 Supplement, section 341.30, subdivision 4, is amended 
9.18 	to read:
9.19 		Subd. 4.Prelicensure requirements. (a) Before the commissioner issues a promoter's 
9.20 	license to an individual, corporation, or other business entity, the applicant shall complete 
9.21 	a licensing application on the Office of Combative Sports website or on forms prescribed 
9.22 	by the commissioner and shall:
9.23 	(1) show on the licensing application the owner or owners of the applicant entity and 
9.24 	the percentage of interest held by each owner holding a 25 percent or more interest in the 
9.25 	applicant;
9.26 	(2) provide the commissioner with a copy of the latest financial statement of the applicant;
9.27 	(3) provide proof, where applicable, of authorization to do business in the state of 
9.28 	Minnesota; and
9.29 	(4) deposit with the commissioner a surety bond in an amount set by the commissioner, 
9.30 	which must not be less than $10,000. The bond shall be executed in favor of this state and 
10.1 	shall be conditioned on the faithful performance by the promoter of the promoter's obligations 
10.2 	under this chapter and the rules adopted under it.
10.3 	(b) Before the commissioner issues a license to a combatant, the applicant shall:
10.4 	(1) submit to the commissioner the results of current medical examinations on forms 
10.5 	prescribed by the commissioner that state that the combatant is cleared to participate in a 
10.6 	combative sport contest. The applicant must undergo and submit the results of the following 
10.7 	medical examinations, which do not exempt a combatant from the requirements in section 
10.8 	341.33:
10.9 	(i) a physical examination performed by a licensed medical doctor, doctor of osteopathic 
10.10 	medicine, advance practice nurse practitioner, or a physician assistant. Physical examinations 
10.11 	are valid for one year from the date of the exam;
10.12 	(ii) an ophthalmological examination performed by an ophthalmologist or optometrist 
10.13 	that includes dilation designed to detect any retinal defects or other damage or a condition 
10.14 	of the eye that could be aggravated by combative sports. Ophthalmological examinations 
10.15 	are valid for one year from the date of the exam;
10.16 	(iii) blood work results for HBsAg (Hepatitis B surface antigen), HCV (Hepatitis C 
10.17 	antibody), and HIV. Blood work results are good for one year from the date blood was 
10.18 	drawn. The commissioner shall not issue a license to an applicant submitting positive test 
10.19 	results for HBsAg, HCV, or HIV; and
10.20 	(iv) other appropriate neurological or physical examinations before any contest, if the 
10.21 	commissioner determines that the examination is desirable to protect the health of the 
10.22 	combatant;
10.23 	(2) complete a licensing application on the Office of Combative Sports website or on 
10.24 	forms prescribed by the commissioner; and
10.25 	(3) provide proof that the applicant is 18 years of age. Acceptable proof is a photo driver's 
10.26 	license, state photo identification card, passport, or birth certificate combined with additional 
10.27 	photo identification.
10.28 	(c) Before the commissioner issues an amateur combatant license to an individual, the 
10.29 	applicant must submit proof of qualifications that includes at a minimum: (1) an applicant's 
10.30 	prior bout history and evidence showing that the applicant has completed at least six months 
10.31 	of training in a combative sport; or (2) a letter of recommendation from a coach or trainer.
10.32 	(d) Before the commissioner issues a professional combatant license to an individual, 
10.33 	the applicant must submit proof of qualifications that includes an applicant's prior bout 
11.1 	history showing the applicant has competed in at least four sanctioned combative sports 
11.2 	contests. If the applicant has not competed in at least four sanctioned combative sports 
11.3 	contests, the commissioner may still grant the applicant a license if the applicant provides 
11.4 	evidence demonstrating that the applicant has sufficient skills and experience in combative 
11.5 	sports or martial arts to compete as a professional combatant.
11.6 	(c) (e) Before the commissioner issues a license to a referee, judge, or timekeeper, the 
11.7 	applicant must submit proof of qualifications that may include certified training from the 
11.8 	Association of Boxing Commissions, licensure with other regulatory bodies, professional 
11.9 	references, or a log of bouts worked.
11.10 	(d) (f) Before the commissioner issues a license to a ringside physician, the applicant 
11.11 	must submit proof that they are licensed to practice medicine in the state of Minnesota and 
11.12 	in good standing.

11.13 	Sec. 6. Minnesota Statutes 2023 Supplement, section 341.321, is amended to read:
11.14 	341.321 FEE SCHEDULE.
11.15 	(a) The fee schedule for professional and amateur licenses issued by the commissioner 
11.16 	is as follows:
11.17 	(1) referees, $25;
11.18 	(2) promoters, $700;
11.19 	(3) judges and knockdown judges, $25;
11.20 	(4) trainers and seconds, $40;
11.21 	(5) timekeepers, $25;
11.22 	(6) professional combatants, $70;
11.23 	(7) amateur combatants, $35; and
11.24 	(8) ringside physicians, $25.
11.25 	All license fees shall be paid no later than the weigh-in prior to the contest. No license may 
11.26 	be issued until all prelicensure requirements in section 341.30 are satisfied and fees are 
11.27 	paid.
11.28 	(b) A promoter or event organizer of an event regulated by the Department of Labor and 
11.29 	Industry must pay, per event, a combative sport contest fee of.
12.1 	(c) If the promoter sells tickets for the event, the event fee is $1,500 per event or four 
12.2 	percent of the gross ticket sales, whichever is greater. The fee must be paid as follows:
12.3 	(1) $500 at the time the combative sport contest is scheduled, which is nonrefundable;
12.4 	(2) $1,000 at the weigh-in prior to the contest;
12.5 	(3) if four percent of the gross ticket sales is greater than $1,500, the balance is due to 
12.6 	the commissioner within 14 days of the completed contest; and
12.7 	(4) the value of all complimentary tickets distributed for an event, to the extent they 
12.8 	exceed five percent of total event attendance, counts toward gross tickets sales for the 
12.9 	purposes of determining a combative sports contest fee. For purposes of this clause, the 
12.10 	lowest advertised ticket price shall be used to calculate the value of complimentary tickets.
12.11 	(d) If the promoter does not sell tickets and receives only a flat payment from a venue 
12.12 	to administer the event, the event fee is $1,500 per event or four percent of the flat payment, 
12.13 	whichever is greater. The fee must be paid as follows:
12.14 	(1) $500 at the time the combative sport contest is scheduled, which is nonrefundable;
12.15 	(2) $1,000 at the weigh-in prior to the contest; and
12.16 	(3) if four percent of the flat payment is greater than $1,500, the balance is due to the 
12.17 	commissioner within 14 days of the completed contest.
12.18 	(c) (e) All fees and penalties collected by the commissioner must be deposited in the 
12.19 	commissioner account in the special revenue fund.

12.20 	Sec. 7. Minnesota Statutes 2023 Supplement, section 341.33, is amended by adding a 
12.21 	subdivision to read:
12.22 		Subd. 3.Medical records. The commissioner may, if the commissioner determines that 
12.23 	doing so would be desirable to protect the health of a combatant, provide the combatant's 
12.24 	medical information collected under this chapter to the physician conducting a prebout exam 
12.25 	under this section or to the ringside physician or physicians assigned to the combatant's 
12.26 	combative sports contest.

12.27 	Sec. 8. Minnesota Statutes 2023 Supplement, section 341.355, is amended to read:
12.28 	341.355 CIVIL PENALTIES.
12.29 	When the commissioner finds that a person has violated one or more provisions of any 
12.30 	statute, rule, or order that the commissioner is empowered to regulate, enforce, or issue, the 
13.1 	commissioner may impose, for each violation, a civil penalty of up to $10,000 for each 
13.2 	violation, or a civil penalty that deprives the person of any economic advantage gained by 
13.3 	the violation, or both. The commissioner may also impose these penalties against a person 
13.4 	who has violated section 341.28, subdivision 5, paragraph (b) or (c), or subdivision 7.

13.5 	ARTICLE 3
13.6 	BUREAU OF MEDIATION SERVICES

13.7 	Section 1. Minnesota Statutes 2022, section 626.892, subdivision 10, is amended to read:
13.8 		Subd. 10.Training. (a) A person appointed to the arbitrator roster under this section 
13.9 	must complete training as required by the commissioner during the person's appointment. 
13.10 	At a minimum, an initial training must include:
13.11 	(1) at least six hours on the topics of cultural competency, racism, implicit bias, and 
13.12 	recognizing and valuing community diversity and cultural differences; and
13.13 	(2) at least six hours on topics related to the daily experience of peace officers, which 
13.14 	may include ride-alongs with on-duty officers or other activities that provide exposure to 
13.15 	the environments, choices, and judgments required of officers in the field.
13.16 	(b) The commissioner may adopt rules establishing training requirements consistent 
13.17 	with this subdivision.
13.18 	(b) An arbitrator appointed to the roster of arbitrators in 2020 must complete the required 
13.19 	initial training by July 1, 2021. (c) An arbitrator appointed to the roster of arbitrators after 
13.20 	2020 must complete the required initial training within six months of the arbitrator's 
13.21 	appointment.
13.22 	(c) (d) The Bureau of Mediation Services must pay for all costs associated with the 
13.23 	required training must be borne by the arbitrator.

13.24 	EFFECTIVE DATE. This section is effective the day following final enactment.

13.25 	Sec. 2. REPEALER.
 13.26 	(a) Minnesota Statutes 2022, sections 179.81; 179.82; 179.83, subdivision 1; 179.84, 
13.27 	subdivision 1; and 179.85, are repealed.
13.28 	(b) Minnesota Rules, parts 5520.0100; 5520.0110; 5520.0120; 5520.0200; 5520.0250; 
13.29 	5520.0300; 5520.0500; 5520.0520; 5520.0540; 5520.0560; 5520.0600; 5520.0620; 
13.30 	5520.0700; 5520.0710; and 5520.0800, are repealed.

14.1 	ARTICLE 4
14.2 	PUBLIC EMPLOYEE LABOR RELATIONS (PELRA)

14.3 	Section 1. Minnesota Statutes 2023 Supplement, section 13.43, subdivision 6, is amended 
14.4 	to read:
14.5 		Subd. 6.Access by labor organizations, Bureau of Mediation Services, Public 
14.6 	Employment Relations Board. (a) Notwithstanding classification by any other provision 
14.7 	of this chapter, personnel data must be disseminated to labor organizations and the Public 
14.8 	Employment Relations Board to the extent necessary to conduct elections, investigate and 
14.9 	process grievances, and implement the provisions of chapters 179 and 179A. Personnel data 
14.10 	shall be disseminated to labor organizations, the Public Employment Relations Board, and 
14.11 	the Bureau of Mediation Services to the extent the dissemination is ordered or authorized 
14.12 	by the commissioner of the Bureau of Mediation Services or the Public Employment 
14.13 	Relations Board or its employees or agents. Employee Social Security numbers are not 
14.14 	necessary to implement the provisions of chapters 179 and 179A.
14.15 	(b) Personnel data described under section 179A.07, subdivision 8, must be disseminated 
14.16 	to an exclusive representative under the terms of that subdivision.
14.17 	(c) An employer who disseminates personnel data to a labor organization pursuant to 
14.18 	this subdivision shall not be subject to liability under section 13.08. Nothing in this paragraph 
14.19 	shall impair or limit any remedies available under section 325E.61.
14.20 	(d) The home addresses, nonemployer issued phone numbers and email addresses, dates 
14.21 	of birth, and emails or other communications between exclusive representatives and their 
14.22 	members, prospective members, and nonmembers are private data on individuals.

14.23 	Sec. 2. Minnesota Statutes 2023 Supplement, section 179A.03, subdivision 14, is amended 
14.24 	to read:
14.25 		Subd. 14.Public employee or employee. (a) "Public employee" or "employee" means 
14.26 	any person appointed or employed by a public employer except:
14.27 	(1) elected public officials;
14.28 	(2) election officers;
14.29 	(3) commissioned or enlisted personnel of the Minnesota National Guard;
14.30 	(4) emergency employees who are employed for emergency work caused by natural 
14.31 	disaster;
15.1 	(5) part-time employees whose service does not exceed the lesser of 14 hours per week 
15.2 	or 35 percent of the normal work week in the employee's appropriate unit;
15.3 	(6) employees, other than employees working for a Minnesota school district or charter 
15.4 	school in a position for which no license is required by the Professional Educator Licensing 
15.5 	Standards Board, whose positions are basically temporary or seasonal in character and: (i) 
15.6 	are not for more than 67 working days in any calendar year; or (ii) are not working for a 
15.7 	Minnesota school district or charter school; or (iii) are not for more than 100 working days 
15.8 	in any calendar year and the employees are under the age of 22, are full-time students 
15.9 	enrolled in a nonprofit or public educational institution prior to being hired by the employer, 
15.10 	and have indicated, either in an application for employment or by being enrolled at an 
15.11 	educational institution for the next academic year or term, an intention to continue as students 
15.12 	during or after their temporary employment;
15.13 	(7) employees providing services for not more than two consecutive quarters to the 
15.14 	Board of Trustees of the Minnesota State Colleges and Universities under the terms of a 
15.15 	professional or technical services contract as defined in section 16C.08, subdivision 1;
15.16 	(8) employees of charitable hospitals as defined by section 179.35, subdivision 3, except 
15.17 	that employees of charitable hospitals as defined by section 179.35, subdivision 3, are public 
15.18 	employees for purposes of sections 179A.051, 179A.052, and 179A.13;
15.19 	(9) full-time undergraduate students employed by the school which they attend under a 
15.20 	work-study program or in connection with the receipt of financial aid, irrespective of number 
15.21 	of hours of service per week;
15.22 	(10) an individual who is employed for less than 300 hours in a fiscal year as an instructor 
15.23 	in an adult vocational education program;
15.24 	(11) with respect to court employees:
15.25 	(i) personal secretaries to judges;
15.26 	(ii) law clerks;
15.27 	(iii) managerial employees;
15.28 	(iv) confidential employees; and
15.29 	(v) supervisory employees; or
15.30 	(12) with respect to employees of Hennepin Healthcare System, Inc., managerial, 
15.31 	supervisory, and confidential employees.
16.1 	(b) The following individuals are public employees regardless of the exclusions of 
16.2 	paragraph (a), clauses (5) to (7):
16.3 	(1) an employee hired by a school district or the Board of Trustees of the Minnesota 
16.4 	State Colleges and Universities except at the university established in the Twin Cities 
16.5 	metropolitan area under section 136F.10 or for community services or community education 
16.6 	instruction offered on a noncredit basis: (i) to replace an absent teacher or faculty member 
16.7 	who is a public employee, where the replacement employee is employed more than 30 
16.8 	working days as a replacement for that teacher or faculty member; or (ii) to take a teaching 
16.9 	position created due to increased enrollment, curriculum expansion, courses which are a 
16.10 	part of the curriculum whether offered annually or not, or other appropriate reasons;
16.11 	(2) an employee hired for a position under paragraph (a), clause (6), item (i), if that same 
16.12 	position has already been filled under paragraph (a), clause (6), item (i), in the same calendar 
16.13 	year and the cumulative number of days worked in that same position by all employees 
16.14 	exceeds 67 calendar days in that year. For the purpose of this paragraph, "same position" 
16.15 	includes a substantially equivalent position if it is not the same position solely due to a 
16.16 	change in the classification or title of the position;
16.17 	(3) an early childhood family education teacher employed by a school district; and
16.18 	(4) an individual hired by the Board of Trustees of the Minnesota State Colleges and 
16.19 	Universities as the instructor of record to teach (i) one class for more than three credits in 
16.20 	a fiscal year, or (ii) two or more credit-bearing classes in a fiscal year.

16.21 	Sec. 3. Minnesota Statutes 2023 Supplement, section 179A.03, subdivision 18, is amended 
16.22 	to read:
16.23 		Subd. 18.Teacher. "Teacher" means any public employee other than a superintendent 
16.24 	or assistant superintendent, principal, assistant principal, or a supervisory or confidential 
16.25 	employee, employed by a school district:
16.26 	(1) in a position for which the person must be licensed by the Professional Educator 
16.27 	Licensing and Standards Board or the commissioner of education;
16.28 	(2) in a position as a physical therapist, occupational therapist, art therapist, music 
16.29 	therapist, or audiologist; or
16.30 	(3) in a position creating and delivering instruction to children in a preschool, school 
16.31 	readiness, school readiness plus, or prekindergarten program or other school district or 
16.32 	charter school-based early education program, except that an employeeemployees in a 
16.33 	bargaining unit certified before January 1, 2023, may remain in a bargaining unit that does 
17.1 	not include teachers unless an exclusive representative files a petition for a unit clarification 
17.2 	or to transfer exclusive representative status.

17.3 	Sec. 4. Minnesota Statutes 2022, section 179A.041, subdivision 2, is amended to read:
17.4 		Subd. 2.Alternate members. (a) The appointing authorities shall appoint alternate 
17.5 	members to serve only in the case event of a member having a conflict of interest or being 
17.6 	unavailable for a meeting under subdivision 9, as follows:
17.7 	(1) one alternate, appointed by the governor, who is an officer or employee of an exclusive 
17.8 	representative of public employees, to serve as an alternate to the member appointed by the 
17.9 	governor who is an officer or employee of an exclusive representative of public employees. 
17.10 	This alternate must not be an officer or employee of the same exclusive representative of 
17.11 	public employees as the member for whom the alternate serves;
17.12 	(2) one alternate, appointed by the governor, who is a representative of public employers, 
17.13 	to serve as an alternate to the member appointed by the governor who is a representative of 
17.14 	public employers. This alternate must not represent the same public employer as the member 
17.15 	for whom the alternate serves; and
17.16 	(3) one alternate, appointed by the member who is an officer or employee of an exclusive 
17.17 	representative of public employees and the member who is a representative of public 
17.18 	employers, who is not an officer or employee of an exclusive representative of public 
17.19 	employees, or a representative of a public employer, to serve as an alternate for the member 
17.20 	that represents the public at large.
17.21 	(b) Each alternate member shall serve a term that is coterminous with the term of the 
17.22 	member for whom the alternate member serves as an alternate.

17.23 	Sec. 5. Minnesota Statutes 2023 Supplement, section 179A.041, subdivision 10, is amended 
17.24 	to read:
17.25 		Subd. 10.Open Meeting Law; exceptions. Chapter 13D does not apply to meetings of 
17.26 	the a board meeting when itthe board is:
17.27 	(1) deliberating on the merits of an unfair labor practice charges charge under sections 
17.28 	179.11, 179.12, and 179A.13;
17.29 	(2) reviewing a hearing officer's recommended decision and order of a hearing officer
17.30 	under section 179A.13; or
18.1 	(3) reviewing decisions of the a commissioner of the Bureau of Mediation Services 
18.2 	relating todecision on an unfair labor practices practice under section 179A.12, subdivision 
18.3 	11.

18.4 	Sec. 6. Minnesota Statutes 2023 Supplement, section 179A.06, subdivision 6, is amended 
18.5 	to read:
18.6 		Subd. 6.Payroll deduction, authorization, and remittance. (a) Public employees have 
18.7 	the right to A public employee may request and be allowed payroll deduction for the 
18.8 	exclusive representative that represents the employee's position and the its associated political 
18.9 	fund associated with the exclusive representative and registered pursuant to under section 
18.10 	10A.12. If no exclusive representative represents an employee's position, the public employee 
18.11 	may request payroll deduction for the organization of the employee's choice. A public 
18.12 	employer must provide payroll deduction according to any public employee's request under 
18.13 	this paragraph.
18.14 	(b) A public employer must rely on a certification from any an exclusive representative 
18.15 	requesting remittance of a deduction that the organization has and will maintain an 
18.16 	authorization, signed, either by hand or electronically according to section 325L.02, paragraph 
18.17 	(h), by the public employee from whose salary or wages the deduction is to be made, which 
18.18 	may include an electronic signature by the public employee as defined in section 325L.02, 
18.19 	paragraph (h). An exclusive representative making such a certification must not be is not
18.20 	required to provide the public employer a copy of the authorization unless a dispute arises 
18.21 	about the authorization's existence or terms of the authorization. The exclusive representative 
18.22 	must indemnify the public employer for any successful claims made by the employee for 
18.23 	unauthorized deductions in reliance on the certification.
18.24 	(b) (c) A duespayroll deduction authorization remains in effect is effective until the
18.25 	exclusive representative notifies the employer receives notice from the exclusive 
18.26 	representative that a public employee has changed or canceled their the employee's
18.27 	authorization in writing in accordance with the terms of the original authorizing document, 
18.28 	and authorization. When determining whether deductions have been properly changed or 
18.29 	canceled, a public employer must rely on information from the exclusive representative 
18.30 	receiving remittance of the deduction regarding whether the deductions have been properly 
18.31 	changed or canceled. The exclusive representative must indemnify the public employer, 
18.32 	including any reasonable attorney fees and litigation costs, for any successful claims made 
18.33 	by the employee for unauthorized deductions made in reliance on such information.
18.34 	(c) (d) Deduction authorization under this section is:
19.1 	(1) independent from the public employee's membership status in the organization to 
19.2 	which payment is remitted; and is
19.3 	(2) effective regardless of whether a collective bargaining agreement authorizes the 
19.4 	deduction.
19.5 	(d) Employers (e) An employer must commence:
19.6 	(1) begin deductions within 30 days of notice of authorization from the after an exclusive 
19.7 	representative submits a certification under paragraph (b); and must
19.8 	(2) remit the deductions to the exclusive representative within 30 days of the deduction. 
19.9 	The failure of an employer to comply with the provisions of this paragraph shall be an unfair 
19.10 	labor practice under section 179A.13, the relief for which shall be reimbursement by the 
19.11 	employer of deductions that should have been made or remitted based on a valid authorization 
19.12 	given by the employee or employees.
19.13 	(e) In the absence of an exclusive representative, public employees have the right to 
19.14 	request and be allowed payroll deduction for the organization of their choice.
19.15 	(f) An exclusive representative must indemnify a public employer:
19.16 	(1) for any successful employee claim for unauthorized employer deductions made by 
19.17 	relying on an exclusive representative's certification under paragraph (b); and
19.18 	(2) for any successful employee claim for unauthorized employer deductions made by 
19.19 	relying on information for changing or canceling deductions under paragraph (c), with 
19.20 	indemnification including any reasonable attorney fees and litigation costs.
19.21 	(f) (g) Any dispute under this subdivision must be resolved through an unfair labor 
19.22 	practice proceeding under section 179A.13. It is an unfair labor practice if an employer fails 
19.23 	to comply with paragraph (e), and the employer must reimburse deductions that should have 
19.24 	been made or remitted based on a valid authorization given by the employee or employees.

19.25 	Sec. 7. Minnesota Statutes 2023 Supplement, section 179A.07, subdivision 8, is amended 
19.26 	to read:
19.27 		Subd. 8.Bargaining unit information. (a) Within 20 calendar days from the date of 
19.28 	hire of after a bargaining unit employee is hired, a public employer must provide the 
19.29 	following contact information on the employee to an the unit's exclusive representative or 
19.30 	its affiliate in an Excel file format or other format agreed to by the exclusive representative:
19.31 	(1) name;
20.1 	(2) job title;
20.2 	(3) worksite location, including location within in a facility when appropriate;
20.3 	(4) home address;
20.4 	(5) work telephone number;
20.5 	(6) home and personal cell phone numbers on file with the public employer;
20.6 	(7) date of hire; and
20.7 	(8) work email address and personal email address on file with the public employer.
20.8 	(b) Every 120 calendar days beginning on January 1, 2024, a public employer must 
20.9 	provide to an a bargaining unit's exclusive representative in an Excel file or similar format 
20.10 	agreed to by the exclusive representative the following information under paragraph (a) for 
20.11 	all bargaining unit employees: name; job title; worksite location, including location within 
20.12 	a facility when appropriate; home address; work telephone number; home and personal cell 
20.13 	phone numbers on file with the public employer; date of hire; and work email address and 
20.14 	personal email address on file with the public employer.
20.15 	(c) A public employer must notify an exclusive representative within 20 calendar days 
20.16 	of the separation of If a bargaining unit employee separates from employment or transfer
20.17 	transfers out of the bargaining unit of a bargaining unit employee, the employee's public 
20.18 	employer must notify the employee's exclusive representative within 20 calendar days after 
20.19 	the separation or transfer, including whether the unit departure was due to a transfer, 
20.20 	promotion, demotion, discharge, resignation, or retirement.

20.21 	Sec. 8. Minnesota Statutes 2023 Supplement, section 179A.07, subdivision 9, is amended 
20.22 	to read:
20.23 		Subd. 9.Access. (a) A public employer must allow an exclusive representative or the 
20.24 	representative's agent to meet in person with a newly hired employees, without charge to 
20.25 	the pay or leave time of the employees, for 30 minutes, employee within 30 calendar days 
20.26 	from the date of hire, during new employee orientations or, if the employer does not conduct 
20.27 	new employee orientations, at individual or group meetings arranged by the employer in 
20.28 	coordination with the exclusive representative or the representative's agent during the newly 
20.29 	hired employees' regular working hours. For an orientation or meeting under this paragraph, 
20.30 	an employer must allow the employee and exclusive representative up to 30 minutes to meet 
20.31 	and must not charge the employee's pay or leave time during the orientation or meeting, or 
20.32 	the pay or leave time of an employee of the public employer acting as an agent of the 
21.1 	exclusive representative using time off under subdivision 6. An orientation or meeting may 
21.2 	be held virtually or for longer than 30 minutes only by mutual agreement of the employer 
21.3 	and exclusive representative.
21.4 	(b) An exclusive representative shall must receive no less than at least ten days' notice 
21.5 	in advance of an orientation, except that but a shorter notice may be provided where if there 
21.6 	is an urgent need critical to the employer's operations of the public employer that was not 
21.7 	reasonably foreseeable. Notice of and attendance at new employee orientations and other 
21.8 	meetings under this paragraph must be and paragraph (a) are limited to the public employer,:
21.9 	(1) the employees,;
21.10 	(2) the exclusive representative, and;
21.11 	(3) any vendor contracted to provide a service for purposes of the meeting. Meetings 
21.12 	may be held virtually or for longer than 30 minutes; and
21.13 	(4) the public employer or its designee, who may attend only by mutual agreement of 
21.14 	the public employer and exclusive representative.
21.15 	(b) (c) A public employer must allow an exclusive representative to communicate with 
21.16 	bargaining unit members using their employer-issued email addresses regarding by email 
21.17 	on:
21.18 	(1) collective bargaining,;
21.19 	(2) the administration of collective bargaining agreements,;
21.20 	(3) the investigation of grievances, and other workplace-related complaints and issues,;
21.21 	and
21.22 	(4) internal matters involving the governance or business of the exclusive representative, 
21.23 	consistent with the employer's generally applicable technology use policies.
21.24 	(d) An exclusive representative may communicate with bargaining unit members under 
21.25 	paragraph (c) via the members' employer-issued email addresses, but the communication 
21.26 	must be consistent with the employer's generally applicable technology use policies.
21.27 	(c) (e) A public employer must allow an exclusive representative to meet with bargaining 
21.28 	unit members in facilities owned or leased by the public employer regarding to communicate 
21.29 	on:
21.30 	(1) collective bargaining,;
21.31 	(2) the administration of collective bargaining agreements,;
22.1 	(3) the investigation of grievances and other workplace-related complaints and issues,;
22.2 	and
22.3 	(4) internal matters involving the governance or business of the exclusive representative, 
22.4 	provided the use does not interfere with governmental operations and the exclusive 
22.5 	representative complies with worksite security protocols established by the public employer. 
22.6 	Meetings conducted.
22.7 	(f) The following applies for a meeting under paragraph (e):
22.8 	(1) a meeting cannot interfere with government operations;
22.9 	(2) the exclusive representative must comply with employer-established worksite security 
22.10 	protocols;
22.11 	(3) a meeting in a government buildings pursuant to this paragraph must not building 
22.12 	cannot be for the purpose of supporting or opposing any candidate for partisan political 
22.13 	office or for the purpose of distributing literature or information regarding on partisan 
22.14 	elections.; and
22.15 	(4) an exclusive representative conducting a meeting in a government building or other 
22.16 	government facility pursuant to this subdivision may be charged for maintenance, security, 
22.17 	and other costs related to the use of using the government building or facility that would 
22.18 	not otherwise be incurred by the government entity.

22.19 	Sec. 9. Minnesota Statutes 2022, section 179A.09, is amended by adding a subdivision to 
22.20 	read:
22.21 		Subd. 4.Unit mergers. Upon the request of an exclusive representative for bargaining 
22.22 	units other than those defined in section 179A.10, subdivision 2, the commissioner must 
22.23 	designate as a single unit two bargaining units represented by the exclusive representative, 
22.24 	subject to subdivision 2 of this section as well as any other statutory bargaining unit 
22.25 	designation.

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

23.1 	Sec. 11. Minnesota Statutes 2023 Supplement, section 179A.10, subdivision 2, is amended 
23.2 	to read:
23.3 		Subd. 2.State employees. (a) Unclassified employees, unless otherwise excluded, are 
23.4 	included within the units which that include the classifications to which they are assigned 
23.5 	for purposes of compensation. Supervisory employees shall only can be assigned only to 
23.6 	units unit 12 and or 16. The following units are the appropriate units of executive branch 
23.7 	state employees:
23.8 	(1) law enforcement unit;
23.9 	(2) craft, maintenance, and labor unit;
23.10 	(3) service unit;
23.11 	(4) health care nonprofessional unit;
23.12 	(5) health care professional unit;
23.13 	(6) clerical and office unit;
23.14 	(7) technical unit;
23.15 	(8) correctional guards unit;
23.16 	(9) state university instructional unit;
23.17 	(10) state college instructional unit;
23.18 	(11) state university administrative unit;
23.19 	(12) professional engineering unit;
23.20 	(13) health treatment unit;
23.21 	(14) general professional unit;
23.22 	(15) professional state residential instructional unit;
23.23 	(16) supervisory employees unit;
23.24 	(17) public safety radio communications operator unit;
23.25 	(18) licensed peace officer special unit; and
23.26 	(19) licensed peace officer leader unit.
23.27 	Each unit consists of the classifications or positions assigned to it in the schedule of 
23.28 	state employee job classification and positions maintained by the commissioner. The 
24.1 	commissioner may only make changes in the schedule in existence on the day prior to 
24.2 	August 1, 1984, as required by law or as provided in subdivision 4.
24.3 	(b) The following positions are included in the licensed peace officer special unit:
24.4 	(1) State Patrol lieutenant;
24.5 	(2) NR district supervisor - enforcement;
24.6 	(3) assistant special agent in charge;
24.7 	(4) corrections investigation assistant director 2;
24.8 	(5) corrections investigation supervisor; and
24.9 	(6) commerce supervisor special agent.
24.10 	(c) The following positions are included in the licensed peace officer leader unit:
24.11 	(1) State Patrol captain;
24.12 	(2) NR program manager 2 enforcement; and
24.13 	(3) special agent in charge.
24.14 	(d) Each unit consists of the classifications or positions assigned to it in the schedule of 
24.15 	state employee job classification and positions maintained by the commissioner. The 
24.16 	commissioner may make changes in the schedule in existence on the day before August 1, 
24.17 	1984, only:
24.18 	(1) as required by law; or
24.19 	(2) as provided in subdivision 4.

24.20 	Sec. 12. Minnesota Statutes 2023 Supplement, section 179A.12, subdivision 2a, is amended 
24.21 	to read:
24.22 		Subd. 2a.Majority verification procedure. (a) Notwithstanding any other provision 
24.23 	of this section, An employee organization may file a petition with the commissioner 
24.24 	requesting certification as the exclusive representative of an a proposed appropriate unit 
24.25 	based on a verification that for which there is no currently certified exclusive representative. 
24.26 	The petition must verify that over 50 percent of the employees in the proposed appropriate 
24.27 	unit wish to be represented by the petitioner organization. The commissioner shall require 
24.28 	dated representation authorization signatures of affected employees as verification of the 
24.29 	employee organization's claim of majority status.
25.1 	(b) Upon receipt of an employee organization's petition, accompanied by employee 
25.2 	authorization signatures under this subdivision, the commissioner shall investigate the 
25.3 	petition. If the commissioner determines that over 50 percent of the employees in an the
25.4 	appropriate unit have provided authorization signatures designating the petitioning employee 
25.5 	organization specified in the petition as their exclusive representative, the commissioner 
25.6 	shall not order an election but shall must certify the employee organization as the employees' 
25.7 	exclusive representative without ordering an election under this section.

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

25.16 	Sec. 14. Minnesota Statutes 2023 Supplement, section 179A.12, subdivision 6, is amended 
25.17 	to read:
25.18 		Subd. 6.Authorization signatures. In (a) When determining the numerical status of 
25.19 	an employee organization for purposes of this section, the commissioner shall must require 
25.20 	a dated representation authorization signatures of affected employees signature of each 
25.21 	affected employee as verification of the statements contained in the joint request or petitions
25.22 	petition. These
25.23 	(b) An authorization signatures shall be signature is privileged and confidential 
25.24 	information available to the commissioner only. An electronic signatures signature, as 
25.25 	defined in section 325L.02, paragraph (h), shall be is valid as an authorization signatures
25.26 	signature.
25.27 	(c) An authorization signatures shall be signature is valid for a period of one year 
25.28 	following the signature date of signature.

26.1 	Sec. 15. Minnesota Statutes 2023 Supplement, section 179A.12, subdivision 11, is amended 
26.2 	to read:
26.3 		Subd. 11.Unfair labor practices. The commissioner may void the result of an election 
26.4 	or majority verification procedure and order a new election or procedure if the commissioner 
26.5 	finds that one of the following:
26.6 	(1) there was an unfair labor practice that:
26.7 	(i) was committed by an employer or, a representative candidate or, an employee, or a 
26.8 	group of employees,; and that the unfair labor practice
26.9 	(ii) affected the result of an the election or the majority verification procedure pursuant 
26.10 	to subdivision 2a,; or that
26.11 	(2) procedural or other irregularities in the conduct of the election or majority verification 
26.12 	procedure may have substantially affected its the results, the commissioner may void the 
26.13 	result and order a new election or majority verification procedure.

26.14 	Sec. 16. Minnesota Statutes 2022, section 179A.13, subdivision 1, is amended to read:
26.15 		Subdivision 1.Actions. (a) The practices specified in this section are unfair labor 
26.16 	practices. Any employee, employer, employee or employer organization, exclusive 
26.17 	representative, or any other person or organization aggrieved by an unfair labor practice as 
26.18 	defined in this section may file an unfair labor practice charge with the board.
26.19 	(b) Whenever it is charged that any party has engaged in or is engaging in any unfair 
26.20 	labor practice, an investigator designated by the board shall promptly conduct an investigation 
26.21 	of the charge. Unless after the investigation the board finds that the charge has no reasonable 
26.22 	basis in law or fact, the board shall promptly issue a complaint and cause to be served upon 
26.23 	the party a complaint stating the charges, accompanied by a notice of hearing before a 
26.24 	qualified hearing officer designated by the board at the offices of the bureau or other location 
26.25 	as the board deems appropriate, not less than five days nor more than 20 days more than 
26.26 	30 days after serving the complaint absent mutual agreement of the parties, provided that 
26.27 	no complaint shall be issued based upon any unfair labor practice occurring more than six 
26.28 	months prior to the filing of a charge. A complaint issued under this subdivision may be 
26.29 	amended by the board at any time prior to the issuance of an order based thereon. The party 
26.30 	who is the subject of the complaint has the right to file an answer to the original or amended 
26.31 	complaint prior to hearing and to appear in person or by a representative and give testimony 
26.32 	at the place and time fixed in the complaint. In the discretion of the hearing officer conducting 
26.33 	the hearing or the board, any other party may be allowed to intervene in the proceeding and 
27.1 	to present testimony. The board or designated hearing officers shall not be bound by the 
27.2 	rules of evidence applicable to courts, except as to the rules of privilege recognized by law.
27.3 	(c) Designated investigators must conduct the investigation of charges.
27.4 	(d) Hearing officers must be licensed to practice law in the state of Minnesota have a 
27.5 	juris doctor and must conduct the hearings and issue recommended decisions and orders.
27.6 	(e) The board or its designees shall have the power to issue subpoenas and administer 
27.7 	oaths. If any party willfully fails or neglects to appear or testify or to produce books, papers, 
27.8 	and records pursuant to the issuance of a subpoena, the board may apply to a court of 
27.9 	competent jurisdiction to request that the party be ordered to appear to testify or produce 
27.10 	the requested evidence.
27.11 	(f) A full and complete record shall be kept of all proceedings before the board or 
27.12 	designated hearing officer and shall be transcribed by a reporter appointed by the board.
27.13 	(g) The party on whom the burden of proof rests shall be required to sustain the burden 
27.14 	by a preponderance of the evidence.
27.15 	(h) At any time prior to the close of a hearing, the parties may by mutual agreement 
27.16 	request referral to mediation, at which time the commissioner shall appoint a mediator, and 
27.17 	the hearing shall be suspended pending the results of the mediation.
27.18 	(i) If, upon a preponderance of the evidence taken, the hearing officer determines that 
27.19 	any party named in the charge has engaged in or is engaging in an unfair labor practice, 
27.20 	then a recommended decision and order shall be issued stating findings of fact and 
27.21 	conclusions, and requiring the party to cease and desist from the unfair labor practice, to 
27.22 	post a cease-and-desist notice in the workplace, and ordering any appropriate relief to 
27.23 	effectuate the policies of this section, including but not limited to reinstatement, back pay, 
27.24 	and any other remedies that make a charging party whole. If back pay is awarded, the award 
27.25 	must include interest at the rate of seven percent per annum. The order further may require 
27.26 	the party to make reports from time to time, and demonstrate the extent to which the party 
27.27 	has complied with the order.
27.28 	(j) If there is no preponderance of evidence that the party named in the charge has 
27.29 	engaged in or is engaging in the unfair labor practice, then the hearing officer shall issue a 
27.30 	recommended decision and order stating findings of fact and dismissing the complaint.
27.31 	(k) Parties may file exceptions to the hearing officer's recommended decision and order 
27.32 	with the board no later than 30 days after service of the recommended decision and order. 
27.33 	The board shall review the recommended decision and order upon timely filing of exceptions 
28.1 	or upon its own motion. If no timely exceptions have been filed, the parties must be deemed 
28.2 	to have waived their exceptions. Unless the board reviews the recommended decision and 
28.3 	order upon its own motion, it must not be legal precedent and must be final and binding 
28.4 	only on the parties to the proceeding as issued in an order issued by the board. If the board 
28.5 	does review the recommended decision and order, the board may adopt all, part, or none of 
28.6 	the recommended decision and order, depending on the extent to which it is consistent with 
28.7 	the record and applicable laws. The board shall issue and serve on all parties its decision 
28.8 	and order. The board shall retain jurisdiction over the case to ensure the parties' compliance 
28.9 	with the board's order. Unless overturned by the board, the parties must comply with the 
28.10 	recommended decision and order.
28.11 	(l) Until the record has been filed in the court of appeals or district court, the board at 
28.12 	any time, upon reasonable notice and in a manner it deems appropriate, may modify or set 
28.13 	aside, in whole or in part, any finding or order made or issued by it.
28.14 	(m) Upon a final order that an unfair labor practice has been committed, the board or 
28.15 	the charging party may petition the district court for the enforcement of the order and for 
28.16 	appropriate temporary relief or a restraining order. When the board petitions the court, the 
28.17 	charging party may intervene as a matter of right.
28.18 	(n) Whenever it appears that any party has violated a final order of the board issued 
28.19 	pursuant to this section, the board must petition the district court for an order directing the 
28.20 	party and its officers, agents, servants, successors, and assigns to comply with the order of 
28.21 	the board. The board shall be represented in this action by its general counsel, who has been 
28.22 	appointed by the board. The court may grant or refuse, in whole or in part, the relief sought, 
28.23 	provided that the court also may stay an order of the board pending disposition of the 
28.24 	proceedings. The court may punish a violation of its order as in civil contempt.
28.25 	(o) The board shall have power, upon issuance of an unfair labor practice complaint 
28.26 	alleging that a party has engaged in or is engaging in an unfair labor practice, to petition 
28.27 	the district court for appropriate temporary relief or a restraining order. Upon the filing of 
28.28 	any such petition, the court shall cause notice thereof to be served upon such parties, and 
28.29 	thereupon shall have jurisdiction to grant to the board or commissioner temporary relief or 
28.30 	a restraining order as it deems appropriate. Nothing in this paragraph precludes a charging 
28.31 	party from seeking injunctive relief in district court after filing the unfair labor practice 
28.32 	charge.
28.33 	(p) The proceedings in paragraphs (m), (n), and (o) shall be commenced in the district 
28.34 	court for the county in which the unfair labor practice which is the subject of the order or 
29.1 	administrative complaint was committed, or where a party alleged to have committed the 
29.2 	unfair labor practice resides or transacts business.

29.3 	Sec. 17. Minnesota Statutes 2022, section 179A.13, subdivision 2, is amended to read:
29.4 		Subd. 2.Employers. Public employers, their agents and representatives are prohibited 
29.5 	from:
29.6 	(1) interfering, restraining, or coercing employees in the exercise of the rights guaranteed 
29.7 	in sections 179A.01 to 179A.25;
29.8 	(2) dominating or interfering with the formation, existence, or administration of any 
29.9 	employee organization or contributing other support to it;
29.10 	(3) discriminating in regard to hire or tenure to encourage or discourage membership in 
29.11 	an employee organization;
29.12 	(4) discharging or otherwise discriminating against an employee because the employee 
29.13 	has signed or filed an affidavit, petition, or complaint or given information or testimony 
29.14 	under sections 179A.01 to 179A.25;
29.15 	(5) refusing to meet and negotiate in good faith with the exclusive representative of its 
29.16 	employees in an appropriate unit;
29.17 	(6) refusing to comply with grievance procedures contained in an agreement;
29.18 	(7) distributing or circulating a blacklist of individuals exercising a legal right or of 
29.19 	members of a labor organization for the purpose of preventing blacklisted individuals from 
29.20 	obtaining or retaining employment;
29.21 	(8) violating rules established by the commissioner regulating the conduct of 
29.22 	representation elections;
29.23 	(9) refusing to comply with a valid decision of a binding arbitration panel or arbitrator;
29.24 	(10) violating or refusing to comply with any lawful order or decision issued by the 
29.25 	commissioner or the board;
29.26 	(11) refusing to provide, upon the request of the exclusive representative, all information 
29.27 	pertaining to the public employer's budget both present and proposed, revenues, and other 
29.28 	financing information provided that in the executive branch of state government this clause 
29.29 	may not be considered contrary to the budgetary requirements of sections 16A.10 and 
29.30 	16A.11; or
30.1 	(12) granting or offering to grant the status of permanent replacement employee to a 
30.2 	person for performing bargaining unit work for the employer during a lockout of employees 
30.3 	in an employee organization or during a strike authorized by an employee organization that 
30.4 	is an exclusive representative.;
30.5 	(13) failing or refusing to provide information that is relevant to enforcement or 
30.6 	negotiation of a contract within a reasonable time from receiving a request by an exclusive 
30.7 	representative, not to exceed ten days for information relevant to contract enforcement or 
30.8 	30 days for information relevant to contract negotiation;
30.9 	(14) refusing to reassign a position after the commissioner has determined the position 
30.10 	was not placed into the correct bargaining unit; or
30.11 	(15) refusing to restore a position to classified service after determination that the position 
30.12 	was incorrectly placed into unclassified service under section 43A.08.

30.13 	Sec. 18. Minnesota Statutes 2022, section 179A.40, subdivision 1, is amended to read:
30.14 		Subdivision 1.Units. The following are the appropriate employee units of the Hennepin 
30.15 	Healthcare System, Inc. All units shall exclude supervisors, managerial employees, and 
30.16 	confidential employees. No additional units of Hennepin Healthcare System, Inc., shall be 
30.17 	eligible to be certified for the purpose of meeting and negotiating with an exclusive 
30.18 	representative. The units include all:
30.19 	(1) registered nurses;
30.20 	(2) physicians except those employed as interns, residents, or fellows;
30.21 	(3) professionals except for registered nurses and physicians;
30.22 	(4) technical and paraprofessional employees;
30.23 	(5) carpenters, electricians, painters, and plumbers;
30.24 	(6) health general service employees;
30.25 	(7) interpreters;
30.26 	(8) emergency medical technicians/emergency medical dispatchers (EMT/EMD), and 
30.27 	paramedics;
30.28 	(9) bioelectronics specialists, bioelectronics technicians, and electronics technicians;
30.29 	(10) skilled maintenance employees; and
30.30 	(11) clerical employees.; and
31.1 	(12) physicians employed as interns, residents, and fellows.

31.2 	Sec. 19. Minnesota Statutes 2022, section 179A.54, subdivision 5, is amended to read:
31.3 		Subd. 5.Legislative action on Collective bargaining agreements. Any agreement 
31.4 	reached between the state and the exclusive representative of individual providers under 
31.5 	chapter 179A shall be submitted to the legislature to be accepted or rejected in accordance 
31.6 	with sections 3.855 and 179A.22 The commissioner of management and budget is authorized 
31.7 	to enter into and implement agreements, including interest arbitration decisions, with the 
31.8 	exclusive representative of individual providers as provided in section 179A.22, subdivision 
31.9 	4, except for terms and conditions requiring appropriations, changes to state law, or approval 
31.10 	from the federal government which shall be contingent upon and executed following receipt 
31.11 	of appropriations and state and federal approval.

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

31.17 	Sec. 21. REVISOR INSTRUCTION.
 31.18 	The revisor of statutes must renumber Minnesota Statutes, section 179A.12, subdivision 
31.19 	3, as Minnesota Statutes, section 179A.12, subdivision 1a.

31.20 	ARTICLE 5
31.21 	EARNED SICK AND SAFE TIME MODIFICATIONS

31.22 	Section 1. Minnesota Statutes 2023 Supplement, section 177.27, subdivision 4, is amended 
31.23 	to read:
31.24 		Subd. 4.Compliance orders. The commissioner may issue an order requiring an 
31.25 	employer to comply with sections 177.21 to 177.435, 177.50, 179.86, 181.02, 181.03, 
31.26 	181.031, 181.032, 181.101, 181.11, 181.13, 181.14, 181.145, 181.15, 181.165, 181.172, 
31.27 	paragraph (a) or (d), 181.214 to 181.217, 181.275, subdivision 2a, 181.635, 181.722, 181.79, 
31.28 	181.85 to 181.89, 181.939 to 181.943, 181.9445 to 181.9448, 181.987, 181.991, 268B.09, 
31.29 	subdivisions 1 to 6, and 268B.14, subdivision 3, with any rule promulgated under section 
31.30 	177.28, 181.213, or 181.215. The commissioner shall issue an order requiring an employer 
31.31 	to comply with sections 177.41 to 177.435, 181.165, or 181.987 if the violation is repeated. 
32.1 	For purposes of this subdivision only, a violation is repeated if at any time during the two 
32.2 	years that preceded the date of violation, the commissioner issued an order to the employer 
32.3 	for violation of sections 177.41 to 177.435, 181.165, or 181.987 and the order is final or 
32.4 	the commissioner and the employer have entered into a settlement agreement that required 
32.5 	the employer to pay back wages that were required by sections 177.41 to 177.435. The 
32.6 	department shall serve the order upon the employer or the employer's authorized 
32.7 	representative in person or by certified mail at the employer's place of business. An employer 
32.8 	who wishes to contest the order must file written notice of objection to the order with the 
32.9 	commissioner within 15 calendar days after being served with the order. A contested case 
32.10 	proceeding must then be held in accordance with sections 14.57 to 14.69 or 181.165. If, 
32.11 	within 15 calendar days after being served with the order, the employer fails to file a written 
32.12 	notice of objection with the commissioner, the order becomes a final order of the 
32.13 	commissioner. For the purposes of this subdivision, an employer includes a contractor that 
32.14 	has assumed a subcontractor's liability within the meaning of section 181.165.

32.15 	EFFECTIVE DATE. This section is effective the day following final enactment.

32.16 	Sec. 2. Minnesota Statutes 2023 Supplement, section 177.50, is amended by adding a 
32.17 	subdivision to read:
32.18 		Subd. 6.Rulemaking authority. The commissioner may adopt rules to carry out the 
32.19 	purposes of this section and sections 181.9445 to 181.9448.

32.20 	EFFECTIVE DATE. This section is effective the day following final enactment.

32.21 	Sec. 3. Minnesota Statutes 2023 Supplement, section 177.50, is amended by adding a 
32.22 	subdivision to read:
32.23 		Subd. 7.Remedies. (a) If an employer does not provide earned sick and safe time 
32.24 	pursuant to section 181.9446, or does not allow the use of earned sick and safe time pursuant 
32.25 	to section 181.9447, the employer is liable to all employees who were not provided or not 
32.26 	allowed to use earned sick and safe time for an amount equal to all earned sick and safe 
32.27 	time that should have been provided or could have been used, plus an additional equal 
32.28 	amount as liquidated damages.
32.29 	(b) If the employer does not possess records sufficient to determine the earned sick and 
32.30 	safe time an employee should have been provided pursuant to paragraph (a), the employer 
32.31 	is liable to the employee for an amount equal to 48 hours of earned sick and safe time  for 
32.32 	each year earned sick and safe time was not provided, plus an additional equal amount as 
32.33 	liquidated damages.

33.1 	EFFECTIVE DATE. This section is effective the day following final enactment.

33.2 	Sec. 4. Minnesota Statutes 2023 Supplement, section 181.032, is amended to read:
33.3 	181.032 REQUIRED STATEMENT OF EARNINGS BY EMPLOYER; NOTICE 
33.4 	TO EMPLOYEE.
33.5 	(a) At the end of each pay period, the employer shall provide each employee an earnings 
33.6 	statement, either in writing or by electronic means, covering that pay period. An employer 
33.7 	who chooses to provide an earnings statement by electronic means must provide employee 
33.8 	access to an employer-owned computer during an employee's regular working hours to 
33.9 	review and print earnings statements, and must make statements available for review or 
33.10 	printing for a period of three years.
33.11 	(b) The earnings statement may be in any form determined by the employer but must 
33.12 	include:
33.13 	(1) the name of the employee;
33.14 	(2) the rate or rates of pay and basis thereof, including whether the employee is paid by 
33.15 	hour, shift, day, week, salary, piece, commission, or other method;
33.16 	(3) allowances, if any, claimed pursuant to permitted meals and lodging;
33.17 	(4) the total number of hours worked by the employee unless exempt from chapter 177;
33.18 	(5) the total number of earned sick and safe time hours accrued and available for use 
33.19 	under section 181.9446;
33.20 	(6) the total number of earned sick and safe time hours used during the pay period under 
33.21 	section 181.9447;
33.22 	(7) (5) the total amount of gross pay earned by the employee during that period;
33.23 	(8) (6) a list of deductions made from the employee's pay;
33.24 	(9) (7) any amount deducted by the employer under section 268B.14, subdivision 3, and 
33.25 	the amount paid by the employer based on the employee's wages under section 268B.14, 
33.26 	subdivision 1;
33.27 	(10) (8) the net amount of pay after all deductions are made;
33.28 	(11) (9) the date on which the pay period ends;
33.29 	(12) (10) the legal name of the employer and the operating name of the employer if 
33.30 	different from the legal name;
34.1 	(13) (11) the physical address of the employer's main office or principal place of business, 
34.2 	and a mailing address if different; and
34.3 	(14) (12) the telephone number of the employer.
34.4 	(c) An employer must provide earnings statements to an employee in writing, rather 
34.5 	than by electronic means, if the employer has received at least 24 hours notice from an 
34.6 	employee that the employee would like to receive earnings statements in written form. Once 
34.7 	an employer has received notice from an employee that the employee would like to receive 
34.8 	earnings statements in written form, the employer must comply with that request on an 
34.9 	ongoing basis.
34.10 	(d) At the start of employment, an employer shall provide each employee a written notice 
34.11 	containing the following information:
34.12 	(1) the rate or rates of pay and basis thereof, including whether the employee is paid by 
34.13 	the hour, shift, day, week, salary, piece, commission, or other method, and the specific 
34.14 	application of any additional rates;
34.15 	(2) allowances, if any, claimed pursuant to permitted meals and lodging;
34.16 	(3) paid vacation, sick time, or other paid time-off accruals and terms of use;
34.17 	(4) the employee's employment status and whether the employee is exempt from minimum 
34.18 	wage, overtime, and other provisions of chapter 177, and on what basis;
34.19 	(5) a list of deductions that may be made from the employee's pay;
34.20 	(6) the number of days in the pay period, the regularly scheduled pay day, and the pay 
34.21 	day on which the employee will receive the first payment of wages earned;
34.22 	(7) the legal name of the employer and the operating name of the employer if different 
34.23 	from the legal name;
34.24 	(8) the physical address of the employer's main office or principal place of business, and 
34.25 	a mailing address if different; and
34.26 	(9) the telephone number of the employer.
34.27 	(e) The employer must keep a copy of the notice under paragraph (d) signed by each 
34.28 	employee acknowledging receipt of the notice. The notice must be provided to each employee 
34.29 	in English. The English version of the notice must include text provided by the commissioner 
34.30 	that informs employees that they may request, by indicating on the form, the notice be 
34.31 	provided in a particular language. If requested, the employer shall provide the notice in the 
34.32 	language requested by the employee. The commissioner shall make available to employers 
35.1 	the text to be included in the English version of the notice required by this section and assist 
35.2 	employers with translation of the notice in the languages requested by their employees.
35.3 	(f) An employer must provide the employee any written changes to the information 
35.4 	contained in the notice under paragraph (d) prior to the date the changes take effect.

35.5 	EFFECTIVE DATE. This section is effective the day following final enactment.

35.6 	Sec. 5. Minnesota Statutes 2023 Supplement, section 181.9445, subdivision 4, is amended 
35.7 	to read:
35.8 		Subd. 4.Earned sick and safe time. "Earned sick and safe time" means leave, including 
35.9 	paid time off and other paid leave systems, that is paid at the same hourlybase rate as an 
35.10 	employee earns from employment that may be used for the same purposes and under the 
35.11 	same conditions as provided under section 181.9447, but in no case shall this hourlybase
35.12 	rate be less than that provided under section 177.24 or an applicable local minimum wage.

35.13 	EFFECTIVE DATE. This section is effective the day following final enactment.

35.14 	Sec. 6. Minnesota Statutes 2023 Supplement, section 181.9445, is amended by adding a 
35.15 	subdivision to read:
35.16 		Subd. 4a.Base rate. "Base rate" means:
35.17 	(1) for employees paid on an hourly basis, the same rate received per hour of work;
35.18 	(2) for employees paid on an hourly basis who receive multiple hourly rates, the rate 
35.19 	the employee would have been paid for the period of time in which leave was taken;
35.20 	(3) for employees paid on a salary basis, the same rate guaranteed to the employee as if 
35.21 	the employee had not taken the leave; and
35.22 	(4) for employees paid solely on a commission, piecework, or any basis other than hourly 
35.23 	or salary, a rate no less than the applicable local, state, or federal minimum wage, whichever 
35.24 	is greater.
35.25 	For purposes of this section and section 181.9446, base rate does not include commissions; 
35.26 	shift differentials that are in addition to an hourly rate; premium payments for overtime 
35.27 	work; premium payments for work on Saturdays, Sundays, holidays, or scheduled days off; 
35.28 	bonuses; or gratuities as defined by section 177.23.

35.29 	EFFECTIVE DATE. This section is effective the day following final enactment.

36.1 	Sec. 7. Minnesota Statutes 2023 Supplement, section 181.9445, subdivision 5, is amended 
36.2 	to read:
36.3 		Subd. 5.Employee. "Employee" means any person who is employed by an employer, 
36.4 	including temporary and part-time employees, who performs is anticipated by the employer 
36.5 	to perform work for at least 80 hours in a year for that employer in Minnesota. Employee 
36.6 	does not include:
36.7 	(1) an independent contractor; or
36.8 	(2) an individual who is a paid on-call member of a department charged with the 
36.9 	prevention or suppression of fires within the boundaries of the state; or
36.10 	(3) an individual employed by a farmer, family farm, or a family farm corporation to 
36.11 	provide physical labor on or management of a farm if:
36.12 	(i) the farmer, family farm, or family farm corporation employs five or fewer employees; 
36.13 	or
36.14 	(ii) the farmer, family farm, or family farm corporation employs the individual to perform 
36.15 	work for 28 days or less each year.
36.16 	(2) an individual employed by an air carrier as a flight deck or cabin crew member who:
36.17 	(i) is subject to United States Code, title 45, sections 181 to 188;
36.18 	(ii) works less than a majority of their hours in Minnesota in a calendar year; and
36.19 	(iii) is provided with paid leave equal to or exceeding the amounts in section 181.9446.

36.20 	EFFECTIVE DATE. This section is effective the day following final enactment.

36.21 	Sec. 8. Minnesota Statutes 2023 Supplement, section 181.9446, is amended to read:
36.22 	181.9446 ACCRUAL OF EARNED SICK AND SAFE TIME.
36.23 	(a) An employee accrues a minimum of one hour of earned sick and safe time for every 
36.24 	30 hours worked up to a maximum of 48 hours of earned sick and safe time in a year. 
36.25 	Employees may not accrue more than 48 hours of earned sick and safe time in a year unless 
36.26 	the employer agrees to a higher amount.
36.27 	(b)(1) Except as provided in clause (2), employers must permit an employee to carry 
36.28 	over accrued but unused sick and safe time into the following year. The total amount of 
36.29 	accrued but unused earned sick and safe time for an employee must not exceed 80 hours at 
36.30 	any time, unless an employer agrees to a higher amount.
37.1 	(2) In lieu of permitting the carryover of accrued but unused sick and safe time into the 
37.2 	following year as provided under clause (1), an employer may provide an employee with 
37.3 	earned sick and safe time for the year that meets or exceeds the requirements of this section 
37.4 	that is available for the employee's immediate use at the beginning of the subsequent year 
37.5 	as follows: (i) 48 hours, if an employer pays an employee for accrued but unused sick and 
37.6 	safe time at the end of a year at the same hourlybase rate as an employee earns from 
37.7 	employment  and in no case at a rate less than that provided under section 177.24 or an 
37.8 	applicable local minimum wage; or (ii) 80 hours, if an employer does not pay an employee 
37.9 	for accrued but unused sick and safe time at the end of a year at the same or greater hourly 
37.10 	rate as an employee earns from employment. In no case shall this hourly rate be less than 
37.11 	that provided under section 177.24, or an applicable local minimum wage.
37.12 	(c) Employees who are exempt from overtime requirements under United States Code, 
37.13 	title 29, section 213(a)(1), as amended through January 1, 2024, are deemed to work 40 
37.14 	hours in each workweek for purposes of accruing earned sick and safe time, except that an 
37.15 	employee whose normal workweek is less than 40 hours will accrue earned sick and safe 
37.16 	time based on the normal workweek.
37.17 	(d) Earned sick and safe time under this section begins to accrue at the commencement 
37.18 	of employment of the employee.
37.19 	(e) Employees may use earned sick and safe time as it is accrued.

37.20 	Sec. 9. Minnesota Statutes 2023 Supplement, section 181.9447, subdivision 1, is amended 
37.21 	to read:
37.22 		Subdivision 1.Eligible use. An employee may use accrued earned sick and safe time 
37.23 	for:
37.24 	(1) an employee's:
37.25 	(i) mental or physical illness, injury, or other health condition;
37.26 	(ii) need for medical diagnosis, care, or treatment of a mental or physical illness, injury, 
37.27 	or health condition; or
37.28 	(iii) need for preventive medical or health care; or
37.29 	(iv) need to make arrangements for or attend funeral services or a memorial, or address 
37.30 	financial or legal matters that arise after the death of a family member;
37.31 	(2) care of a family member:
37.32 	(i) with a mental or physical illness, injury, or other health condition;
38.1 	(ii) who needs medical diagnosis, care, or treatment of a mental or physical illness, 
38.2 	injury, or other health condition; or
38.3 	(iii) who needs preventive medical or health care;
38.4 	(3) absence due to domestic abuse, sexual assault, or stalking of the employee or 
38.5 	employee's family member, provided the absence is to:
38.6 	(i) seek medical attention related to physical or psychological injury or disability caused 
38.7 	by domestic abuse, sexual assault, or stalking;
38.8 	(ii) obtain services from a victim services organization;
38.9 	(iii) obtain psychological or other counseling;
38.10 	(iv) seek relocation or take steps to secure an existing home due to domestic abuse, 
38.11 	sexual assault, or stalking; or
38.12 	(v) seek legal advice or take legal action, including preparing for or participating in any 
38.13 	civil or criminal legal proceeding related to or resulting from domestic abuse, sexual assault, 
38.14 	or stalking;
38.15 	(4) closure of the employee's place of business due to weather or other public emergency 
38.16 	or an employee's need to care for a family member whose school or place of care has been 
38.17 	closed due to weather or other public emergency;
38.18 	(5) the employee's inability to work or telework because the employee is: (i) prohibited 
38.19 	from working by the employer due to health concerns related to the potential transmission 
38.20 	of a communicable illness related to a public emergency; or (ii) seeking or awaiting the 
38.21 	results of a diagnostic test for, or a medical diagnosis of, a communicable disease related 
38.22 	to a public emergency and such employee has been exposed to a communicable disease or 
38.23 	the employee's employer has requested a test or diagnosis; and
38.24 	(6) when it has been determined by the health authorities having jurisdiction or by a 
38.25 	health care professional that the presence of the employee or family member of the employee 
38.26 	in the community would jeopardize the health of others because of the exposure of the 
38.27 	employee or family member of the employee to a communicable disease, whether or not 
38.28 	the employee or family member has actually contracted the communicable disease.
38.29 	For the purposes of this subdivision, a public emergency shall include a declared 
38.30 	emergency as defined in section 12.03 or a declared local emergency under section 12.29.

38.31 	EFFECTIVE DATE. This section is effective the day following final enactment.

39.1 	Sec. 10. Minnesota Statutes 2023 Supplement, section 181.9447, subdivision 3, is amended 
39.2 	to read:
39.3 		Subd. 3.Documentation. (a) When an employee uses earned sick and safe time for 
39.4 	more than three consecutive scheduled work days, an employer may require reasonable 
39.5 	documentation that the earned sick and safe time is covered by subdivision 1.
39.6 	(b) For earned sick and safe time under subdivision 1, clauses (1), (2), (5), and (6), 
39.7 	reasonable documentation may include a signed statement by a health care professional 
39.8 	indicating the need for use of earned sick and safe time. However, if the employee or 
39.9 	employee's family member did not receive services from a health care professional, or if 
39.10 	documentation cannot be obtained from a health care professional in a reasonable time or 
39.11 	without added expense, then reasonable documentation for the purposes of this paragraph 
39.12 	may include a written statement from the employee indicating that the employee is using 
39.13 	or used earned sick and safe time for a qualifying purpose covered by subdivision 1, clause 
39.14 	(1), (2), (5), or (6).
39.15 	(c) For earned sick and safe time under subdivision 1, clause (3), an employer must 
39.16 	accept a court record or documentation signed by a volunteer or employee of a victims 
39.17 	services organization, an attorney, a police officer, or an antiviolence counselor as reasonable 
39.18 	documentation. If documentation cannot be obtained in a reasonable time or without added 
39.19 	expense, then reasonable documentation for the purposes of this paragraph may include a 
39.20 	written statement from the employee indicating that the employee is using or used earned 
39.21 	sick and safe time for a qualifying purpose covered under subdivision 1, clause (3).
39.22 	(d) For earned sick and safe time to care for a family member under subdivision 1, clause 
39.23 	(4), an employer must accept as reasonable documentation a written statement from the 
39.24 	employee indicating that the employee is using or used earned sick and safe time for a 
39.25 	qualifying purpose as reasonable documentation.
39.26 	(e) An employer must not require disclosure of details relating to domestic abuse, sexual 
39.27 	assault, or stalking or the details of an employee's or an employee's family member's medical 
39.28 	condition as related to an employee's request to use earned sick and safe time under this 
39.29 	section.
39.30 	(f) Written statements by an employee may be written in the employee's first language 
39.31 	and need not be notarized or in any particular format.

39.32 	EFFECTIVE DATE. This section is effective the day following final enactment.

40.1 	Sec. 11. Minnesota Statutes 2023 Supplement, section 181.9447, subdivision 5, is amended 
40.2 	to read:
40.3 		Subd. 5.Increment of time used. Earned sick and safe time may be used in the smallest 
40.4 	increment of time tracked by the employer's payroll system, provided such increment is not 
40.5 	more than four hours same increment of time for which employees are paid, provided an 
40.6 	employer is not required to provide leave in less than 15-minute increments nor can the 
40.7 	employer require use of earned sick and safe time in more than four-hour increments.

40.8 	EFFECTIVE DATE. This section is effective the day following final enactment.

40.9 	Sec. 12. Minnesota Statutes 2023 Supplement, section 181.9447, subdivision 10, is amended 
40.10 	to read:
40.11 		Subd. 10.Employer records and required statement to employees. (a) Employers 
40.12 	shall retain accurate records documenting hours worked by employees and earned sick and 
40.13 	safe time taken and comply with all requirements under section 177.30.
40.14 	(b) At the end of each pay period, the employer shall provide, in writing or electronically, 
40.15 	information stating the employee's current amount of:
40.16 	(1)          the total number of earned sick and safe time hours available to the employee for 
40.17 	use under section 181.9446; and
40.18 	(2)          the total number of earned sick and safe time hours used during the pay period under 
40.19 	section 181.9447.
40.20 	Employers may choose a reasonable system for providing this information, including 
40.21 	but not limited to listing information on or attached to each earnings statement or an 
40.22 	electronic system where employees can access this information. An employer who chooses 
40.23 	to provide this information by electronic means must provide employee access to an 
40.24 	employer-owned computer during an employee's regular working hours to review and print.
40.25 	(b) (c) An employer must allow an employee to inspect records required by this section 
40.26 	and relating to that employee at a reasonable time and place.
40.27 	(d) The records required by this section must be kept for three years.
40.28 	(e) All records required to be kept under this section must be readily available for 
40.29 	inspection by the commissioner upon demand. The records must be either kept at the place 
40.30 	where employees are working or kept in a manner that allows the employer to comply with 
40.31 	this paragraph within 72 hours.

41.1 	Sec. 13. Minnesota Statutes 2023 Supplement, section 181.9447, subdivision 11, is amended 
41.2 	to read:
41.3 		Subd. 11.Confidentiality and nondisclosure. (a) If, in conjunction with this section, 
41.4 	an employer possesses:
41.5 	(1) health or medical information regarding an employee or an employee's family 
41.6 	member;
41.7 	(2) information pertaining to domestic abuse, sexual assault, or stalking;
41.8 	(3) information that the employee has requested or obtained leave under this section; or
41.9 	(4) any written or oral statement, documentation, record, or corroborating evidence 
41.10 	provided by the employee or an employee's family member, the employer must treat such 
41.11 	information as confidential.
41.12 	Information given by an employee may only be disclosed by an employer if the disclosure 
41.13 	is requested or consented to by the employee, when ordered by a court or administrative 
41.14 	agency, or when otherwise required by federal or state law.
41.15 	(b) Records and documents relating to medical certifications, recertifications, or medical 
41.16 	histories of employees or family members of employees created for purposes of section 
41.17 	177.50 or sections 181.9445 to 181.9448 must be maintained as confidential medical records 
41.18 	separate from the usual personnel files. At the request of the employee, the employer must 
41.19 	destroy or return the records required by sections 181.9445 to 181.9448 that are older than 
41.20 	three years prior to the current calendar year, unless state or federal law, rule, or regulation 
41.21 	requires the employer to retain such records.
41.22 	(c) Employers may not discriminate against any employee based on records created for 
41.23 	the purposes of section 177.50 or sections 181.9445 to 181.9448.

41.24 	EFFECTIVE DATE. This section is effective the day following final enactment.

41.25 	Sec. 14. Minnesota Statutes 2023 Supplement, section 181.9447, is amended by adding 
41.26 	a subdivision to read:
41.27 		Subd. 12.Weather event exception. Notwithstanding subdivision 1, an employee may 
41.28 	not use sick and safe time under the conditions in subdivision 1, clause (4), if:
41.29 	(1) the employee's preassigned or foreseeable work duties during a public emergency 
41.30 	or weather event would require the employee to respond to the public emergency or weather 
41.31 	event;
42.1 	(2) the employee is a firefighter; a peace officer subject to licensure under sections 
42.2 	626.84 to 626.863; a 911 telecommunicator as defined in section 403.02, subdivision 17c; 
42.3 	a guard at a correctional facility; or a public employee holding a commercial driver's license; 
42.4 	and
42.5 	(3) one of the following two conditions are met:
42.6 	(i) the employee is represented by an exclusive representative under section 179A.03, 
42.7 	subdivision 8, and the collective bargaining agreement or memorandum of understanding 
42.8 	governing the employee's position explicitly references section 181.9447, subdivision 1, 
42.9 	clause (4), and clearly and unambiguously waives application of that section for the 
42.10 	employee's position; or
42.11 	(ii) the employee is not represented by an exclusive representative, the employee is 
42.12 	needed for the employer to maintain minimum staffing requirements, and the employer has 
42.13 	a written policy explicitly referencing section 181.9447, subdivision 1, clause (4), that is 
42.14 	provided to such employees in a manner that meets the requirements of other earned sick 
42.15 	and safe time notices under section 181.9447, subdivision 9.

42.16 	Sec. 15. Minnesota Statutes 2023 Supplement, section 181.9448, subdivision 1, is amended 
42.17 	to read:
42.18 		Subdivision 1.No effect on more generous sick and safe time policies. (a) Nothing 
42.19 	in sections 181.9445 to 181.9448 shall be construed to discourage employers from adopting 
42.20 	or retaining earned sick and safe time policies that meet or exceed, and do not otherwise 
42.21 	conflict with, the minimum standards and requirements provided in sections 181.9445 to 
42.22 	181.9448, provided that all time provided to an employee by an employer for absences from 
42.23 	work due to personal illness or injury, but not including short-term or long-term disability 
42.24 	or other salary continuation benefits, meet or exceed the minimum standards and requirements 
42.25 	provided in sections 181.9445 to 181.9448.
42.26 	(b) Nothing in sections 181.9445 to 181.9448 shall be construed to limit the right of 
42.27 	parties to a collective bargaining agreement to bargain and agree with respect to earned sick 
42.28 	and safe time policies or to diminish the obligation of an employer to comply with any 
42.29 	contract, collective bargaining agreement, or any employment benefit program or plan that 
42.30 	meets or exceeds, and does not otherwise conflict with, the minimum standards and 
42.31 	requirements provided in this section.
42.32 	(c) Nothing in sections 181.9445 to 181.9448 shall be construed to preempt, limit, or 
42.33 	otherwise affect the applicability of any other law, regulation, requirement, policy, or 
43.1 	standard that provides for a greater amount, accrual, or use by employees of paid sick and 
43.2 	safe time or that extends other protections to employees.
43.3 	(d) Nothing in sections 181.9445 to 181.9448 shall be construed or applied so as to 
43.4 	create any power or duty in conflict with federal law.
43.5 	(e) Employers who provide earned sick and safe time to their employees under a paid 
43.6 	time off policy or other paid leave policy that may be used for the same purposes and under 
43.7 	the same conditions as earned sick and safe time, and that meets or exceeds, and does not 
43.8 	otherwise conflict with, the minimum standards and requirements provided in sections 
43.9 	181.9445 to 181.9448 are not required to provide additional earned sick and safe time.
43.10 	(f) The provisions of sections 181.9445 to 181.9448 may be waived by a collective 
43.11 	bargaining agreement with a bona fide building and construction trades labor organization 
43.12 	that has established itself as the collective bargaining representative for the affected building 
43.13 	and construction industry employees, provided that for such waiver to be valid, it shall 
43.14 	explicitly reference sections 181.9445 to 181.9448 and clearly and unambiguously waive 
43.15 	application of those sections to such employees.
43.16 	(g) An individual provider, as defined in section 256B.0711, subdivision 1, paragraph 
43.17 	(d), who provides services through a consumer support grant under section 256.476, 
43.18 	consumer-directed community supports under section 256B.4911, or community first services 
43.19 	and supports under section 256B.85, to a family member who is a participant, as defined 
43.20 	in section 256B.0711, subdivision 1, paragraph (e), may individually waive the provisions 
43.21 	of sections 181.9445 to 181.9448 for the remainder of the participant's service plan year, 
43.22 	provided that the funds are returned to the participant's budget. Once an individual provider 
43.23 	has waived the provisions of sections 181.9445 to 181.9448, they may not accrue earned 
43.24 	sick and safe time until the start of the participant's next service plan year.
43.25 	(g) (h) Sections 181.9445 to 181.9448 do not prohibit an employer from establishing a 
43.26 	policy whereby employees may donate unused accrued sick and safe time to another 
43.27 	employee.
43.28 	(h) (i) Sections 181.9445 to 181.9448 do not prohibit an employer from advancing sick 
43.29 	and safe time to an employee before accrual by the employee.

43.30 	EFFECTIVE DATE. This section is effective the day following final enactment, except 
43.31 	paragraph (a) is effective January 1, 2025.

44.1 	Sec. 16. Minnesota Statutes 2023 Supplement, section 181.9448, subdivision 2, is amended 
44.2 	to read:
44.3 		Subd. 2.Termination; separation; transfer. Sections 181.9445 to 181.9448 do not 
44.4 	require financial or other reimbursement to an employee from an employer upon the 
44.5 	employee's termination, resignation, retirement, or other separation from employment for 
44.6 	accrued earned sick and safe time that has not been used. If an employee is transferred to 
44.7 	a separate division, entity, or location, but remains employed by the same employer, the 
44.8 	employee is entitled to all earned sick and safe time accrued at the prior division, entity, or 
44.9 	location and is entitled to use all earned sick and safe time as provided in sections 181.9445 
44.10 	to 181.9448. When there is a separation from employment and the employee is rehired 
44.11 	within 180 days of separation by the same employer, previously accrued earned sick and 
44.12 	safe time that had not been used or otherwise disbursed to the benefit of the employee upon 
44.13 	separation must be reinstated. An employee is entitled to use accrued earned sick and safe 
44.14 	time and accrue additional earned sick and safe time at the commencement of reemployment.

44.15 	EFFECTIVE DATE. This section is effective the day following final enactment.

44.16 	Sec. 17. Minnesota Statutes 2023 Supplement, section 181.9448, subdivision 3, is amended 
44.17 	to read:
44.18 		Subd. 3.Employer succession. (a) When a different employer succeeds or takes the 
44.19 	place of an existing employer, all employees of the original employer who remain employed 
44.20 	by the successor employer are entitled to all earned sick and safe time accrued but not used 
44.21 	when employed by the original employer, and are entitled to use all earned sick and safe 
44.22 	time previously accrued but not used.
44.23 	(b) If, at the time of transfer of the business, employees are terminated by the original 
44.24 	employer and hired within 30 days by the successor employer following the transfer employer 
44.25 	succession, those employees are entitled to all earned sick and safe time accrued but not 
44.26 	used when employed by the original employer, and are entitled to use all earned sick and 
44.27 	safe time previously accrued but not used.

44.28 	EFFECTIVE DATE. This section is effective the day following final enactment.

45.1 	ARTICLE 6
45.2 	MISCELLANEOUS LABOR PROVISIONS

45.3 	Section 1. [181.912] UNDERGROUND TELECOMMUNICATIONS 
45.4 	INFRASTRUCTURE.
45.5 		Subdivision 1.Definitions. For the purposes of this section:
45.6 	(1) "directional drilling" means a drilling method that utilizes a steerable drill bit to cut 
45.7 	a bore hole for installing underground utilities;
45.8 	(2) "safety-qualified underground telecommunications installer" means a person who 
45.9 	has completed underground utilities installation certification under subdivision 3;
45.10 	(3) "underground telecommunications utilities" means buried broadband, telephone and 
45.11 	other telecommunications transmission, distribution and service lines, and associated 
45.12 	facilities; and
45.13 	(4) "underground utilities" means buried electric transmission and distribution lines, gas 
45.14 	and hazardous liquids pipelines and distribution lines, sewer and water pipelines, telephone 
45.15 	or telecommunications lines, and associated facilities.
45.16 		Subd. 2.Installation requirements. The installation of underground telecommunications 
45.17 	infrastructure that is located within ten feet of existing underground utilities or that crosses 
45.18 	said utilities must be performed by safety-qualified underground telecommunications 
45.19 	installers as follows:
45.20 	(1) the location of existing utilities by hand or hydro excavation or other accepted methods 
45.21 	must be performed by a safety-qualified underground telecommunications installer;
45.22 	(2) where telecommunications infrastructure is installed by means of directional drilling, 
45.23 	the monitoring of the location and depth of the drill head must be performed by a 
45.24 	safety-qualified underground telecommunications installer; and
45.25 	(3) no less than two safety-qualified underground telecommunications installers must 
45.26 	be present at all times at any location where telecommunications infrastructure is being 
45.27 	installed by means of directional drilling.
45.28 		Subd. 3.Certification standards. (a) The commissioner of labor and industry shall 
45.29 	approve standards for a safety-qualified underground telecommunications installer 
45.30 	certification program that requires a person to:
45.31 	(1) complete a 40-hour initial course that includes classroom and hands-on instruction 
45.32 	covering proper work procedures for safe installation of underground utilities, including:
46.1 	(i) regulations applicable to excavation near existing utilities;
46.2 	(ii) identification, location, and verification of utility lines using hand or hydro excavation 
46.3 	or other accepted methods;
46.4 	(iii) response to line strike incidents;
46.5 	(iv) traffic control procedures;
46.6 	(v) use of a tracking device to safely guide directional drill equipment along a drill path; 
46.7 	and
46.8 	(vi) avoidance and mitigation of safety hazards posed by underground utility installation 
46.9 	projects;
46.10 	(2) demonstrate knowledge of the course material by successfully completing an 
46.11 	examination approved by the commissioner; and
46.12 	(3) complete a four-hour refresher course within three years of completing the original 
46.13 	course and every three years thereafter in order to maintain certification.
46.14 	(b) The commissioner must develop an approval process for training providers under 
46.15 	this subdivision, and may suspend or revoke the approval of any training provider that fails 
46.16 	to demonstrate consistent delivery of approved curriculum or success in preparing participants 
46.17 	to complete the examination.

46.18 	Sec. 2. Minnesota Statutes 2022, section 181.960, subdivision 3, is amended to read:
46.19 		Subd. 3.Employer. "Employer" means a person who has 20 one or more employees. 
46.20 	Employer does not include a state agency, statewide system, political subdivision, or advisory 
46.21 	board or commission that is subject to chapter 13.

46.22 	Sec. 3. Minnesota Statutes 2022, section 181A.03, subdivision 1, is amended to read:
46.23 		Subdivision 1.General. As used in sections 181A.01 to 181A.12 181A.13, the terms 
46.24 	defined in this section shall have the following meanings.

46.25 	Sec. 4. Minnesota Statutes 2022, section 181A.03, is amended by adding a subdivision to 
46.26 	read:
46.27 		Subd. 5a.Online platform. "Online platform" means any public-facing website, web 
46.28 	application, or digital application, including a mobile application. Online platform includes 
46.29 	a social network, advertising network, mobile operating system, search engine, email service, 
47.1 	monetization platform to sell digital services, streaming service, paid subscription, or Internet 
47.2 	access service.

47.3 	Sec. 5. Minnesota Statutes 2022, section 181A.03, is amended by adding a subdivision to 
47.4 	read:
47.5 		Subd. 8.Content creation. "Content creation" means content shared on an online 
47.6 	platform that generates compensation.

47.7 	Sec. 6. Minnesota Statutes 2022, section 181A.03, is amended by adding a subdivision to 
47.8 	read:
47.9 		Subd. 9.Content creator. "Content creator" means an individual or individuals 18 years 
47.10 	of age or older, including family members, who create content performed in Minnesota that 
47.11 	generates compensation, and includes any proprietorship, partnership, company, or other 
47.12 	corporate entity assuming the name or identity of a particular individual or individuals, or 
47.13 	family members, for the purposes of that content creator.

47.14 	Sec. 7. [181A.13] COMPENSATION FOR INTERNET CONTENT CREATION.
47.15 		Subdivision 1.Minors featured in content creation. (a) Except as otherwise provided 
47.16 	in this section, a minor is considered engaged in the work of content creation when the 
47.17 	following criteria are met at any time during the previous 12-month period:
47.18 	(1) at least 30 percent of the content creator's compensated content produced within a 
47.19 	30-day period included the likeness, name, or photograph of any minor. Content percentage 
47.20 	is measured by the percentage of time the likeness, name, or photograph of a minor or, if 
47.21 	more than one minor regularly appears in the creator's content, any of the minors, visually 
47.22 	appears or is the subject of an oral narrative in a segment as compared to the total length of 
47.23 	the segment; and
47.24 	(2) the number of views received on any online platform met the online platform's 
47.25 	threshold for generating compensation or the content creator received actual compensation 
47.26 	for content equal to or greater than $0.01 per view.
47.27 	(b) A minor under the age of 14 is prohibited from engaging in the work of content 
47.28 	creation as provided in paragraph (a). If a minor under the age of 14 is featured by a content 
47.29 	creator, the minor shall receive 100 percent of the proceeds of the creator's compensation 
47.30 	for the content the minor has appeared in, less any amount owed to another minor.
48.1 	(c) A minor who is under the age of 18 and over the age of 13 may produce, create, and 
48.2 	publish their own content and are entitled to all compensation for their own content creation. 
48.3 	A minor engaged in the work of content creation as the producer, creator, and publisher of 
48.4 	content must also follow the requirements in paragraph (b).
48.5 	(d) A minor who appears incidentally in a video that depicts a public event that a 
48.6 	reasonable person would know to be a broadcast, including a concert, competition, or 
48.7 	sporting event, and is published by a content creator is not considered a violation of this 
48.8 	section.
48.9 		Subd. 2.Records required. (a) All content creators whose content features a minor 
48.10 	engaged in the work of content creation shall maintain the following records and retain the 
48.11 	records until the minor reaches the age of 21:
48.12 	(1) the name and documentary proof of the age of the minor engaged in the work of 
48.13 	content creation;
48.14 	(2) the amount of content creation that generated compensation as described in subdivision 
48.15 	1 during the reporting period;
48.16 	(3) the total number of minutes of content creation for which the content creator received 
48.17 	compensation during the reporting period;
48.18 	(4) the total number of minutes a minor was featured in content creation during the 
48.19 	reporting period;
48.20 	(5) the total compensation generated from content creation featuring a minor during the 
48.21 	reporting period; and
48.22 	(6) the amount deposited into the trust account for the benefit of the minor engaged in 
48.23 	the work of content creation as required by subdivision 3.
48.24 	(b) The records required by this subdivision must be readily accessible to the minor for 
48.25 	review. The content creator shall provide notice to the minor of the existence of the records.
48.26 		Subd. 3.Trust required. (a) A minor who is engaged in the work of content creation 
48.27 	consistent with this section must be compensated by the content creator. The content creator 
48.28 	must set aside gross earnings on the content that includes the likeness, name, or photograph 
48.29 	of the minor in a trust account to be preserved for the benefit of the minor until the minor 
48.30 	reaches the age of majority, according to the following distribution:
48.31 	(1) if only one minor meets the content threshold described in subdivision 1, the 
48.32 	percentage of total gross earnings on any segment, including the likeness, name, or 
49.1 	photograph of the minor that is equal to or greater than half of the content percentage that 
49.2 	includes the minor as described in subdivision 1; or
49.3 	(2) if more than one minor meets the content threshold described in subdivision 1 and 
49.4 	a segment includes more than one of those minors, the percentage described in clause (1) 
49.5 	for all minors in any segment must be equally divided between the minors regardless of 
49.6 	differences in percentage of content provided by the individual minors.
49.7 	(b) A trust account required under this section must, at a minimum, provide that:
49.8 	(1) the money in the account is available only to the minor engaged in the work of content 
49.9 	creation;
49.10 	(2) the account is held by a bank, corporate fiduciary, or trust company, as those terms 
49.11 	are defined in chapter 48A;
49.12 	(3) the money in the account becomes available to the minor engaged in the work of 
49.13 	content creation upon the minor attaining the age of 18 years or upon a declaration that the 
49.14 	minor is emancipated; and
49.15 	(4) that the account meets the requirements of chapter 527, the Uniform Transfers to 
49.16 	Minors Act.
49.17 		Subd. 4.Civil action; enforcement. (a) If a content creator knowingly or recklessly 
49.18 	violates this section, a minor or a person who was a minor at the time of the alleged violation 
49.19 	may commence a civil action to enforce the provisions of this section regarding the trust 
49.20 	account. In any action brought in accordance with this paragraph, the court may award 
49.21 	actual damages, including any compensation owed under this section.
49.22 	(b) Along with the civil action provided in paragraph (a), the minor may commence a 
49.23 	civil action against the content creator for damages, injunctive relief, and any other relief 
49.24 	the court finds just and equitable to enforce this section.
49.25 	(c) The attorney general may enforce subdivision 1 of this section, pursuant to section 
49.26 	8.31, and may recover costs and fees.
49.27 	(d) This section does not affect a right or remedy available under any other law of the 
49.28 	state.
49.29 	(e) Nothing in this section shall be interpreted to have any effect on a party that is neither 
49.30 	the content creator nor the minor who engaged in the work of content creation.
49.31 		Subd. 5.Content deletion requests. (a) A person 13 years of age or older who was 
49.32 	featured as a minor child in content of a content creator may request the permanent deletion 
50.1 	of the content from an online platform. An online platform must have an easily accessible 
50.2 	form available online for submission of the deletion request.
50.3 	(b) An online platform that receives a deletion request shall remove and permanently 
50.4 	delete the content for which the request was made within seven days after the request was 
50.5 	submitted.
50.6 	(c) Any contract between a content creator and an online platform that would reasonably 
50.7 	be anticipated to feature a minor child must include notification to the social media platform 
50.8 	of the rights under this subdivision.
50.9 		Subd. 6.Minimum age exemption. A minor 14 years of age or older who is compensated 
50.10 	under this section is exempt from the minimum age provisions of section 181A.04, 
50.11 	subdivision 1.

50.12 	EFFECTIVE DATE. This section is effective July 1, 2025.

50.13 	Sec. 8. RULEMAKING; ACCEPTABLE BLOOD LEAD LEVELS FOR WORKERS.
 50.14 	The commissioner of labor and industry, in consultation with the commissioner of health, 
50.15 	shall adopt rules to:
50.16 	(1) lower the acceptable blood lead levels above which require mandatory removal of 
50.17 	workers from the lead exposure; and
50.18 	(2) lower the blood lead levels required before a worker is allowed to return to work. 
50.19 	The thresholds established must be based on the most recent public health information on 
50.20 	the safety of lead exposure.

50.21 	ARTICLE 7
50.22 	CONSTRUCTION CODES AND LICENSING

50.23 	Section 1. Minnesota Statutes 2022, section 326B.89, subdivision 5, is amended to read:
50.24 		Subd. 5.Payment limitations.  The commissioner shall not pay compensation from the 
50.25 	fund to an owner or a lessee in an amount greater than $75,000 $100,000 per licensee. The 
50.26 	commissioner shall not pay compensation from the fund to owners and lessees in an amount 
50.27 	that totals more than $550,000 per licensee. The commissioner shall only pay compensation 
50.28 	from the fund for a final judgment that is based on a contract directly between the licensee 
50.29 	and the homeowner or lessee that was entered into prior to the cause of action and that 
50.30 	requires licensure as a residential building contractor or residential remodeler.

50.31 	EFFECTIVE DATE. This section is effective July 1, 2024.

51.1 	ARTICLE 8
51.2 	UNIVERSITY OF MINNESOTA COLLECTIVE BARGAINING

51.3 	Section 1. Minnesota Statutes 2023 Supplement, section 179A.03, subdivision 14, is 
51.4 	amended to read:
51.5 		Subd. 14.Public employee or employee. (a) "Public employee" or "employee" means 
51.6 	any person appointed or employed by a public employer except:
51.7 	(1) elected public officials;
51.8 	(2) election officers;
51.9 	(3) commissioned or enlisted personnel of the Minnesota National Guard;
51.10 	(4) emergency employees who are employed for emergency work caused by natural 
51.11 	disaster;
51.12 	(5) part-time employees whose service does not exceed the lesser of 14 hours per week 
51.13 	or 35 percent of the normal work week in the employee's appropriate unit;
51.14 	(6) employees whose positions are basically temporary or seasonal in character and: (i) 
51.15 	are not for more than 67 working days in any calendar year; or (ii) are not working for a 
51.16 	Minnesota school district or charter school; or (iii) are not for more than 100 working days 
51.17 	in any calendar year and the employees are under the age of 22, are full-time students 
51.18 	enrolled in a nonprofit or public educational institution prior to being hired by the employer, 
51.19 	and have indicated, either in an application for employment or by being enrolled at an 
51.20 	educational institution for the next academic year or term, an intention to continue as students 
51.21 	during or after their temporary employment;
51.22 	(7) employees providing services for not more than two consecutive quarters to the 
51.23 	Board of Trustees of the Minnesota State Colleges and Universities under the terms of a 
51.24 	professional or technical services contract as defined in section 16C.08, subdivision 1;
51.25 	(8) employees of charitable hospitals as defined by section 179.35, subdivision 3, except 
51.26 	that employees of charitable hospitals as defined by section 179.35, subdivision 3, are public 
51.27 	employees for purposes of sections 179A.051, 179A.052, and 179A.13;
51.28 	(9) full-time undergraduate students employed by the school which they attend under a 
51.29 	work-study program or in connection with the receipt of financial aid, irrespective of number 
51.30 	of hours of service per week;
51.31 	(10) (9) an individual who is employed for less than 300 hours in a fiscal year as an 
51.32 	instructor in an adult vocational education program;
52.1 	(11) (10) with respect to court employees:
52.2 	(i) personal secretaries to judges;
52.3 	(ii) law clerks;
52.4 	(iii) managerial employees;
52.5 	(iv) confidential employees; and
52.6 	(v) supervisory employees; or
52.7 	(12) (11) with respect to employees of Hennepin Healthcare System, Inc., managerial, 
52.8 	supervisory, and confidential employees.
52.9 	(b) The following individuals are public employees regardless of the exclusions of 
52.10 	paragraph (a), clauses (5) to (7):
52.11 	(1) an employee hired by a school district or the Board of Trustees of the Minnesota 
52.12 	State Colleges and Universities except at the university established in the Twin Cities 
52.13 	metropolitan area under section 136F.10 or for community services or community education 
52.14 	instruction offered on a noncredit basis: (i) to replace an absent teacher or faculty member 
52.15 	who is a public employee, where the replacement employee is employed more than 30 
52.16 	working days as a replacement for that teacher or faculty member; or (ii) to take a teaching 
52.17 	position created due to increased enrollment, curriculum expansion, courses which are a 
52.18 	part of the curriculum whether offered annually or not, or other appropriate reasons;
52.19 	(2) an employee hired for a position under paragraph (a), clause (6), item (i), if that same 
52.20 	position has already been filled under paragraph (a), clause (6), item (i), in the same calendar 
52.21 	year and the cumulative number of days worked in that same position by all employees 
52.22 	exceeds 67 calendar days in that year. For the purpose of this paragraph, "same position" 
52.23 	includes a substantially equivalent position if it is not the same position solely due to a 
52.24 	change in the classification or title of the position;
52.25 	(3) an early childhood family education teacher employed by a school district; and
52.26 	(4) an individual hired by the Board of Trustees of the Minnesota State Colleges and 
52.27 	Universities or the University of Minnesota as the instructor of record to teach (i) one class 
52.28 	for more than three credits in a fiscal year, or (ii) two or more credit-bearing classes in a 
52.29 	fiscal year.; and
52.30 	(5) an individual who: (i) is paid by the Board of Regents of the University of Minnesota 
52.31 	for work performed at the direction of the university or any of its employees or contractors; 
52.32 	and (ii) is enrolled in three or more university credit-bearing classes or one semester as a 
53.1 	full-time student or postdoctoral fellow during the fiscal year in which the work is performed. 
53.2 	For purposes of this section, work paid by the university includes but is not limited to work 
53.3 	that is required as a condition of receiving a stipend or tuition benefit, whether or not the 
53.4 	individual also receives educational benefit from performing that work. Individuals who 
53.5 	perform supervisory functions in regard to any of the aforementioned workers are not 
53.6 	considered supervisory employees for the purpose of section 179A.06, subdivision 2.

53.7 	Sec. 2. Minnesota Statutes 2022, section 179A.11, subdivision 1, is amended to read:
53.8 		Subdivision 1.Units. (a) The following are the appropriate units of University of 
53.9 	Minnesota employees. The listed units include, but are not limited to, the positions described. 
53.10 	A position may be added to a unit if the commissioner makes a determination under section 
53.11 	179A.09 that the unit is appropriate for the position. All units shall exclude managerial and 
53.12 	confidential employees. Supervisory employees shall only be assigned to unit 13. No 
53.13 	additional units of University of Minnesota employees shall be recognized for the purpose 
53.14 	of meeting and negotiating.
53.15 	(1) The Law Enforcement Unit consists of includes the positions of all employees with 
53.16 	the power of arrest.
53.17 	(2) The Craft and Trades Unit consists of includes the positions of all employees whose 
53.18 	work requires specialized manual skills and knowledge acquired through formal training 
53.19 	or apprenticeship or equivalent on-the-job training or experience.
53.20 	(3) The Service, Maintenance, and Labor Unit consists of includes the positions of all 
53.21 	employees whose work is typically that of maintenance, service, or labor and which does 
53.22 	not require extensive previous training or experience, except as provided in unit 4.
53.23 	(4) The Health Care Nonprofessional and Service Unit consists of includes the positions 
53.24 	of all nonprofessional employees of the University of Minnesota hospitals, dental school, 
53.25 	and health service whose work is unique to those settings, excluding labor and maintenance 
53.26 	employees as defined in unit 3.
53.27 	(5) The Nursing Professional Unit consists of includes all positions which are required 
53.28 	to be filled by registered nurses.
53.29 	(6) The Clerical and Office Unit consists of includes the positions of all employees 
53.30 	whose work is typically clerical or secretarial, including nontechnical data recording and 
53.31 	retrieval and general office work, except as provided in unit 4.
53.32 	(7) The Technical Unit consists of includes the positions of all employees whose work 
53.33 	is not typically manual and which requires specialized knowledge or skills acquired through 
54.1 	two-year academic programs or equivalent experience or on-the-job training, except as 
54.2 	provided in unit 4.
54.3 	(8) The Twin Cities Instructional Unit consists of the positions of all instructional 
54.4 	employees with the rank of professor, associate professor, assistant professor, including 
54.5 	research associate or instructor, including research fellow, located on the Twin Cities 
54.6 	campuses.
54.7 	(9) (8) The Outstate Instructional Unit consists of includes the positions of all instructional 
54.8 	employees with the rank of professor, associate professor, assistant professor, including 
54.9 	research associate or instructor, including research fellow, located at the Duluth campus, 
54.10 	provided that the positions of instructional employees of the same ranks at the Morris, 
54.11 	Crookston, or Waseca Rochester campuses shall be included within this unit if a majority 
54.12 	of the eligible employees voting at a campus so vote during an election conducted by the 
54.13 	commissioner, provided that the election or majority verification procedure shall not be 
54.14 	held until the Duluth campus has voted in favor of representation. The election shall be held 
54.15 	or majority verification procedure shall take place when an employee organization or group 
54.16 	of employees petitions the commissioner stating that a majority of the eligible employees 
54.17 	at one of these campuses wishes to join the unit and this petition is supported by a showing 
54.18 	of at least 30 percent support from eligible employees at that campus and is filed between 
54.19 	September 1 and November 1.
54.20 	Should both units 8 and 9 elect exclusive bargaining representatives, those representatives 
54.21 	may by mutual agreement jointly negotiate a contract with the regents, or may negotiate 
54.22 	separate contracts with the regents. If the exclusive bargaining representatives jointly 
54.23 	negotiate a contract with the regents, the contract shall be ratified by each unit. For the 
54.24 	purposes of this section, an "instructional employee" is an individual who spends 35 percent 
54.25 	or more of their work time creating, delivering, and assessing the mastery of credit-bearing 
54.26 	coursework.
54.27 	(10) The Graduate Assistant Unit consists of includes the positions of all graduate 
54.28 	assistants who are enrolled in the graduate school and who hold the rank of research assistant, 
54.29 	teaching assistant, teaching associate I or II, project assistant, graduate school fellow, 
54.30 	graduate school trainee, professional school fellow, professional school trainee, or 
54.31 	administrative fellow I or II. The listed ranks do not coincide with the ranks that are 
54.32 	categorized by the University of Minnesota as professionals in training, even though in 
54.33 	some cases the job titles may be the same.
55.1 	(11) The Academic Professional and Administrative Staff Unit consists of all academic 
55.2 	professional and administrative staff positions that are not defined as included in an 
55.3 	instructional unit, the supervisory unit, the clerical unit, or the technical unit.
55.4 	(12) The Noninstructional Professional Unit consists of the positions of all employees 
55.5 	meeting the requirements of section 179A.03, subdivision 13, clause (1) or (2), which are 
55.6 	not defined as included within an instructional unit, the Academic Professional and 
55.7 	Administrative Staff Unit, or the supervisory unit.
55.8 	(13) The Supervisory Employees Unit consists of the positions of all supervisory 
55.9 	employees.
55.10 	(b) An employee of the University of Minnesota whose position is not enumerated in 
55.11 	paragraph (a) may petition the commissioner to determine an appropriate unit for the position. 
55.12 	The commissioner must make a determination for an appropriate unit as provided in section 
55.13 	179A.09 and the commissioner must give special weight to the desires of the petitioning 
55.14 	employee or representatives of the petitioning employee.

55.15 	Sec. 3. Minnesota Statutes 2022, section 179A.11, subdivision 2, is amended to read:
55.16 		Subd. 2.University of Minnesota employee severance. (a) Each of the following 
55.17 	groups of University of Minnesota employees has the right, as specified in this subdivision, 
55.18 	to separate from the instructional and supervisory units: (1) health sciences instructional 
55.19 	employees at all campuses with the rank of professor, associate professor, assistant professor, 
55.20 	including research associate, or instructor, including research fellow, (2) instructional 
55.21 	employees of the law school with the rank of professor, associate professor, assistant 
55.22 	professor, including research associate, or instructor, including research fellow, (3) 
55.23 	instructional supervisors, (4) noninstructional professional supervisors, and (5) academic 
55.24 	professional and administrative staff supervisors.
55.25 	This (b) The right to separate may be exercised:
55.26 	(1) by petition between September 1 and November 1. If a group separates from its unit, 
55.27 	it has no right to meet and negotiate, but retains the right to meet and confer with the 
55.28 	appropriate officials on any matter of concern to the group. The right to separate must be 
55.29 	exercised as follows: An employee organization or group of employees claiming that a 
55.30 	majority of any one of these groups of employees on a statewide basis wish to separate from 
55.31 	their unit may petition the commissioner for an election during the petitioning period. If the 
55.32 	petition is supported by a showing of at least 30 percent support from the employees, the 
55.33 	commissioner shall may hold an election on the separation issue or the petitioning group 
56.1 	may proceed under the process set forth in section 179A.12. This election must be conducted 
56.2 	within 30 days of the close of the petition period. If a majority of votes cast endorse severance 
56.3 	from their unit, the commissioner shall certify that result.; or
56.4 	(2) by the group's exclusion from a proposed unit in a representation petition.
56.5 	(c) Where not inconsistent with other provisions of this section, the election is governed 
56.6 	by section 179A.12. If a group of employees severs, it may rejoin that unit by following the 
56.7 	procedures for severance during the periods for severance.

56.8 	Sec. 4. Minnesota Statutes 2022, section 179A.11, is amended by adding a subdivision to 
56.9 	read:
56.10 		Subd. 3.Joint bargaining. Units organized under this section that have elected exclusive 
56.11 	bargaining representatives may by mutual agreement of the exclusive representatives jointly 
56.12 	negotiate a contract with the regents or may negotiate separate contracts with the regents. 
56.13 	If the exclusive bargaining representatives jointly negotiate a contract with the regents, the 
56.14 	contract must be ratified by each unit.

APPENDIX 

Repealed Minnesota Statutes: S5266-1 

179.81 DEFINITIONS.Subdivision 1.Scope. 
For the purposes of sections 179.81 to 179.85, the terms defined in this section have the meanings given them. 

Subd. 2.Area labor-management committee or committee. 
"Area labor-management committee" or "committee" means a committee formed by and composed of multiple employers and multiple labor organizations within a geographic area or statewide employment sector, for the purpose of improving labor-management relations and enhancing economic development within a given geographic jurisdiction or sector through labor-management cooperation. 

Subd. 3.Bureau. 
"Bureau" means the Bureau of Mediation Services. 

Subd. 4.Commissioner. 
"Commissioner" means the commissioner of the Bureau of Mediation Services. 

179.82 GRANT PROGRAM CREATED; APPLICATIONS.Subdivision 1.Creation. 
An area labor-management committee grant program is created within the bureau to be administered by the commissioner. 

Subd. 2.Rules. 
Applications for area/statewide industry labor-management committee grants must be submitted to the bureau under rules adopted by the commissioner. 

179.83 ACTION ON APPLICATION.Subdivision 1.Standard for approval. 
Following an established calendar, the commissioner shall review the applications. Grants must be awarded on a competitive basis based on the appropriateness of the proposal, the attainability of the goals, the evidence of interest in the proposal among representatives of labor and management in the area within the committee's jurisdiction, and the thoroughness of the financial plan presented. Successful applicants shall be notified of the award no later than December 1 of each year. 

179.84 GENERAL CONDITIONS AND TERMS OF GRANTS.Subdivision 1.Requirements. 
For each grant awarded the commissioner shall: 

(1) require an approved work plan that establishes measurable goals and objectives for the committee within the committee's area of responsibility and that prohibits the committee from becoming involved in contract disputes, labor negotiations, or grievance procedures; and 

(2) annually review the operating performance of each area labor-management committee receiving state money under this program. 

179.85 FUNDING LIMITATIONS.
A new or existing area labor-management committee may apply for a maximum grant of $75,000 per year. A new or existing area labor-management committee may be awarded state grant money, and must provide money from other nonstate sources, in the following ratio of state and nonstate money: in the first year, 90 percent state and ten percent nonstate; in the second year, 80 percent state and 20 percent nonstate; in the third year and beyond, 50 percent state and 50 percent nonstate. 

5520.0100APPLICATION. 
Parts 5520.0100 to 5520.0800 apply to the preparation, submission, and approval of applications for grants under the Minnesota Area Labor-Management Committee Grant Program. 

5520.0110POLICY. 
Parts 5520.0100 to 5520.0800 shall be liberally construed to accomplish the provisions and purposes of the Minnesota Area Labor-Management Committee Grant Program. 

5520.0120DEFINITIONS. Subpart 1.Scope.  
For the purpose of parts 5520.0100 to 5520.0800, the terms defined in this part have the meanings given them. 

Subp. 2.Application.  
"Application" means a written request for grant funds completed on a form developed by and available from the bureau. 

Subp. 3.Bureau.  
"Bureau" means the Minnesota Bureau of Mediation Services. 

Subp. 4.Commissioner.  
"Commissioner" means the commissioner of the bureau or an authorized agent. 

Subp. 5.Area Labor-Management Committee or committee.  
"Area Labor-Management Committee" or "committee" means an organization of representatives from multiple labor organizations and multiple employer enterprises within a geographic area or statewide employment sector which has as its principle purpose the strengthening of union-management relations within the area or sector. 

Subp. 6.Grant program.  
"Grant program" means the Minnesota Area Labor-Management Committee Grant Program, as created in Minnesota Statutes, sections 179.81 to 179.85. 

Subp. 7.Office of Cooperative Labor-Management Programs.  
"Office of Cooperative Labor-Management Programs" means the office within the bureau created to administer the grant program. 

Subp. 8.
[Repealed, 15 SR 2267] 

5520.0200GRANT APPLICATIONS. Subpart 1.Scope.  
The procedures in this part will be used by the commissioner in receiving and considering grant program applications. 

Subp. 2.Notice and deadline.  
On or before September 1 of each calendar year, the commissioner shall publish a notice of the availability of funds under the grant program in the State Register. An application for a grant must be submitted to the bureau by October 15 of the previous year. 

Subp. 3.Application form and purpose.  
Each application must be on forms available from the bureau and must include a statement of purpose and a description of the Area Labor-Management Committee requesting grant funds. All current committee members and officers must be identified in the application and a brief description of the committee's existing or proposed operating procedures must be included. A copy of the committee bylaws, if adopted, must also accompany the application. 

Subp. 4.Statement of goals.  
The application must include a descriptive statement of the labor-management climate and major issues or problems existing in the committee's area of jurisdiction, as well as the major purpose or goal of the committee in the context of the problems. The goal statement must describe specific changes or outcomes the committee seeks to accomplish through use of grant program funds. Quantifiable, specific goal and problem statements are encouraged. Applicants should avoid broad, generic, overly-generalized statements. 

Subp. 5.Methodology.  
The application must include a description of the approach and methodology to be used by the committee in solving the problems and achieving the goals identified in subpart 4. The application must include an implementation plan setting forth specific and measurable goals and objectives to be accomplished during the grant period, the major action steps to be taken, a timetable indicating when those action steps will be taken, and when goals and objectives will be accomplished. 

Subp. 6.Financial plan.  
The application must include a four-year financial plan detailing the revenues and expenditures anticipated over a four-year period, commencing with the year for which the grant is being requested. The plan must identify the total amount of state funding necessary to carry out the committee's goals and objectives and the money to be raised from other sources to meet the guidelines of the grant program. The plan must be accompanied by a proposed committee budget over the four-year period detailing how all money, including state grant money, is to be expended. Existing committees must also submit copies of actual financial statements for the four-year period preceding the proposed grant period. 

5520.0250GRANT RESTRICTIONS. Subpart 1.Labor negotiations, grievances, or disputes.  
No committee funded, in whole or in part, through the grant program may engage in activities directly or indirectly related to labor negotiations, contract disputes, or grievance procedures. Violation of this subpart is grounds for termination of the grant. 

Subp. 2.Prior obligations.  
No grant money may be used directly or indirectly to cover costs incurred before the effective date of the grant nor to cover costs that are not specifically related to the goals in the application. No finder's fee or other form of payment for successful application shall be permitted in conjunction with the grant program. 

Subp. 3.
[Repealed, 15 SR 2267] 

Subp. 4.Delegation or transfer.  
A successful applicant may not, in whole or in part, delegate or transfer responsibility for the management of the grant or control and use of its funds to any other organization or entity. 

5520.0300GRANT PERIOD AND AMOUNT. Subpart 1.Grant period.  
All grants are awarded for a 12-month period commencing January 1. 

Subp. 2.Amount.  
The amount of each grant will be determined by the commissioner after considering the merits and reasonableness of each application, the total funds available in relationship to the total amounts requested, prior awards and experiences with individual applicants, the usual and customary costs of operating a committee, and the overall purposes and goals of the program. 

Subp. 3.Ratio of state and nonstate funds.  
Regardless of the funds available, no grant will be awarded that would be inconsistent with the following ratio of state and nonstate revenues for the committee: (Year 1 is the first year state funds are received under this program, Year 2 is the second, etc.). 

		Percent Nonstate Revenues	Percent State Revenues	
	Year 1	10	90	
	Year 2	20	80	
	Year 3 & Beyond	50	50	
5520.0500APPLICATION REVIEW PROCEDURES. Subpart 1.Competitive basis.  
All timely and complete applications will be reviewed on a competitive basis. Grants will be awarded by the commissioner in amounts and to parties as deemed consistent with the overall purposes of the grant program. In evaluating applications and awarding grants, the factors described in this part will be considered. 

Subp. 2.Appropriateness.  
The appropriateness of the proposal must be evaluated. Appropriateness includes: 

A.
 consistency of the proposal's purpose with the public policy objectives of the grant program; 

B.
 the extent and history of labor-management activity within the area to be served by the proposed grant; 

C.
 other past or present cooperative labor-management activities within the designated area; 

D.
 the need for public funding of the endeavor; and 

E.
 the reasonableness of proposed expenditures in relationship to benefits to be derived. 

Subp. 3.Attainability of goals.  
The attainability of the goals in the proposal must be evaluated. Attainability includes: 

A.
 ability of the applicant to articulate quantifiable and meaningful goals and activities; 

B.
 evaluation of the applicant's ability and capacity to implement program activities necessary to achieve stated goals; 

C.
 prior success of the applicant in achieving previous program goals; 

D.
 other labor-management activities in the area; and 

E.
 the relationship of the proposed goals with the overall objectives of the grant program. 

Subp. 4.Support for the proposal.  
Evidence of support for the proposal from multiple labor-management representatives within the area will be reviewed. The evidence may be submitted in the form of letters of endorsement, resolutions of support adopted by ad hoc groups, or other form that permits consultation and verification with individual representatives by the bureau. Established committees must attach a copy of the minutes of the meeting at which the proposal was approved and the minutes should reflect the names and organizations of all persons present for the meeting. 

Subp. 5.Financial plans.  
The thoroughness of the four-year financial plan submitted as a part of the proposal, including an analysis of the overall reasonableness of revenue and expense projections; the detail and reasonableness of projected funding sources and amounts; and the detail and reasonableness of projected expenditures will be considered. Established committees must attach copies of actual financial operating statements that reflect annual revenue sources and amounts and expense categories and amounts for each year of the three-year period preceding the current year, as well as for the current year-to-date. 

Subp. 6.Work plans.  
The thoroughness of detailed plans for achieving the major goals and objectives of the committee will be evaluated to determine the ability of the committee to identify key tasks and action steps necessary to the attainment of goals; the designation of appropriate time frames; relevance of work plans to objectives of the grant program; and the extent of planning undertaken by the applicant with regard to its goals. 

Subp. 7.
[Repealed, 15 SR 2267] 

5520.0520WORK PLAN. 
Each grant application must include a work plan that describes the major work steps to be undertaken by the committee during the grant period in achieving its individual goals and objectives. Work plans should describe each area of substantial program activity contemplated by the committee, the key steps necessary to achieving each program activity, and a time frame for determining progress in each activity area. Grantees are responsible for compliance with their work plans and for advising the Office of Cooperative Labor-Management Programs of any significant alterations in the goals, objectives, or work plans of the committee. Written quarterly reports, describing the progress and problems in adhering to the work plan, must accompany financial reports in conformance to the provisions of part 5520.0560. 

5520.0540BUDGET ADJUSTMENTS. 
Grant recipients must consult, in writing, with the Office of Cooperative Labor-Management Programs before making budget adjustments that: 

A.
 result in changes in the scope or objectives of the program in the approved application; 

B.
 result in more grant money available than is necessary to meet the needs of the program; 

C.
 result in a change in the percent of state funds available to the grantee that would be inconsistent with part 5520.0300, subpart 3, or Minnesota Statutes, section 179.85; or 

D.
 amount to ten percent or more of the total grant awarded. 

5520.0560QUARTERLY REPORTS. 
Each grant recipient must file detailed financial and activity reports on a quarterly basis in accordance with the following schedule: 

A.
 Period covered: January 1 to March 31, date due: April 20; 

B.
 Period covered: April 1 to June 30, date due: July 20; 

C.
 Period covered: July 1 to September 30, date due: October 20; and 

D.
 Period covered: October 1 to December 31, date due: January 20. 

5520.0600ACCOUNTING SYSTEM. 
Each grant recipient must establish and maintain a system of financial management of the grant that complies with accepted accounting practices. The system must provide accurate, current, and complete information on the financial status of each grant-supported activity and must include the generation of periodic reports indicating the allocation of funds by activity, the amount expended, and the amount obligated. Each dollar of Area Labor-Management Committee Grant Program money must be traceable through the accounting system. 

All accounting documents must be supported by source documentation such as payroll records, invoices, and purchase vouchers. All employees paid in whole or in part from grant funds must prepare time sheets reflecting the number of hours worked on grant activities during the pay period and the payroll must be based on these time sheets. Any purchase of services agreement entered into by the committee must specify the amount and nature of services to be provided in a manner that facilitates determination of an hourly or per-unit rate for those services. 

5520.0620AUDITS. Subpart 1.Financial and compliance audits.  
All grant recipients must arrange for and undergo a financial and compliance audit at least once every two years. The audits must be performed by qualified individuals who are independent of those persons who authorize, manage, and carry out the expenditure of funds to ensure unbiased opinions, conclusions, or judgments. Grant recipients are responsible for arranging and paying for these audits. The purpose of the audit is to report on whether: 

A.
 the financial operations have been conducted properly; 

B.
 financial and other reports submitted as a part of the program have been presented fairly and accurately; 

C.
 the grantee has complied with applicable laws, regulations, and policies; 

D.
 resources are used and managed in an economic and efficient manner; and 

E.
 program objectives and results are being effectively and economically achieved. 

Normal accepted auditing methods and standards must be applied in the performance of this audit. Should an auditor become aware of irregularities in financial or programmatic performance, the auditor must promptly notify the commissioner of those irregularities and, if appropriate, higher grantee management officials than the level at which irregularities appear to lie. 

Subp. 2.Audit reports.  
A written audit report shall be prepared and include: 

A.
 a statement of the standards used in the performance of the audit; 

B.
 financial statements and audit comments on the statements for the period; 

C.
 audit comments regarding compliance and internal control; and 

D.
 comments regarding the accuracy and completeness of financial and program reports filed by the grantee. 

Three copies of the written audit report must be provided to the commissioner and a copy shall be made available to each member of the committee. 

5520.0700INITIAL PAYMENTS. 
No grant payments will be issued until the grant application and required work plans have received final approval by the commissioner and a written grant contract has been executed and approved. 

5520.0710SUBSEQUENT PAYMENTS. 
Subsequent grant payments will be made on a quarterly basis based on submission of a payment request form and other required reports. When computing requests for payment, the recipient should first apply any unused portions of a previous grant payment toward the next month's anticipated expenditures. 

5520.0800TERMINATION OF GRANTS. Subpart 1.General.  
Grants shall be suspended, terminated, or withdrawn, in whole or in part, by the commissioner if funds provided are used in a manner inconsistent with the policies of parts 5520.0100 to 5520.0800, or if it appears that funds are being used in a manner inconsistent with the stated goals and purpose of the grant application or approved amendments. Grants shall also be suspended, terminated, or withdrawn if it appears that the applicant is unable or unwilling to fulfill responsibilities set forth in the application. 

Subp. 2.Notice.  
In the event the commissioner believes that there is reason to suspend, terminate, or withdraw a grant, the commissioner shall provide written notice to the grant recipient stating the nature of the contemplated action, the anticipated effective date, and the reasons for the action. The grant recipient may submit a written response to the notice within five working days of receipt of the notice from the commissioner. After investigating the situation, including any information provided by the committee in response to the commissioner's notice, the commissioner shall determine final action with regard to suspension, termination, or withdrawal of the grant. The commissioner shall provide written notice of the final determination to all interested parties.