SF 4686

1st Engrossment - 94th Legislature (2025 - 2026)

Posted on 04/08/2026 09:48 a.m.

A bill for an act
relating to employment; regulating the use of electronic monitoring tools in
employment settings; proposing coding for new law in Minnesota Statutes, chapter
181.

BE IT ENACTED BY THE LEGISLATURE OF THE STATE OF MINNESOTA:

Section 1.

new text begin [181.9931] DEFINITIONS.
new text end

new text begin (a) For the purposes of sections 181.9931 to 181.9938, the following terms have the
meanings given.
new text end

new text begin (b) "Artificial intelligence" means an engineered or machine-based system that varies
in its level of autonomy and that can, for explicit or implicit objectives, infer from the input
it receives how to generate outputs that can influence physical or virtual environments.
new text end

new text begin (c) "Authorized representative" means any person or organization appointed by the
worker to serve as an agent of the worker. Authorized representative does not include a
worker's employer.
new text end

new text begin (d) "Automated decision system" means any computational process derived from machine
learning, statistical modeling, data analytics, or artificial intelligence that issues simplified
output, including a score, classification, or recommendation, that is used to partially or fully
replace human discretionary decision-making and materially impacts natural persons. An
automated decision system does not include a spam email filter, a firewall, antivirus software,
identity and access management tools, a calculator, a database, a dataset, or another
compilation of data.
new text end

new text begin (e) "Automated decision system output" means any information, data, assumptions,
predictions, scoring, recommendations, decisions, or conclusions generated by an automated
decision system.
new text end

new text begin (f) "Electronic monitoring tool" means any system, application, or instrument that
facilitates the collection of data concerning worker activities, communications, actions,
biometrics, or behaviors by means other than direct observation by a person, including but
not limited to video or audio surveillance, continuous incremental time-tracking tools,
geolocation, electromagnetic tracking, or photoelectronic tracking, or that utilizes a
photo-optical system or similar means.
new text end

new text begin (g) "Employer" means any person who directly or indirectly, or through an agent, vendor,
or any other person, employs or exercises control over the wages, benefits, other
compensation, hours, working conditions, access to work or job opportunities, or other
terms or conditions of employment, of any worker. Employer includes all units of state and
local government but does not include the federal government. Employer includes a labor
contractor or vendor of a person defined as an employer under this paragraph.
new text end

new text begin (h) "Employment-related decision" means any decision by an employer that impacts
wages, wage setting, benefits, compensation, work hours, work schedule, performance
evaluation, hiring, recruitment, discipline, promotion, termination, job tasks, skill
requirements, work responsibilities, assignment of work, access to work and training
opportunities, productivity requirements, workplace health and safety, and any other terms
or conditions of employment. For persons classified as independent contractors or for
candidates for employment, an employment-related decision means the equivalent of these
decisions based on the person's contract with or relationship to the employer.
new text end

new text begin (i) "Essential job functions" means the fundamental duties of a position, as revealed by
objective evidence such as the amount of time workers spend performing each function,
the consequences of not requiring individuals to perform the function, the terms of any
applicable collective bargaining agreement, workers' past and present work experiences and
performance in the position, and the employer's reasonable, nondiscriminatory judgment
of which functions are essential. Past and current written job descriptions and the employer's
reasonable, nondiscriminatory judgment of which functions are essential is evidence of
which functions are essential for achieving the purpose of the job, but must not be the sole
basis for this determination absent the objective evidence described in this paragraph.
new text end

new text begin (j) "Vendor" means a third party, subcontractor, or entity engaged by an employer or an
employer's labor contractors to provide software, technology, or a related service that is
used to collect, store, analyze, or interpret worker data or worker information.
new text end

new text begin (k) "Worker" means any natural person who is a job applicant to, an employee of, or an
independent contractor providing service to or through an employer.
new text end

new text begin (l) "Worker data" means any information that identifies, relates to, describes, or is
reasonably capable of being associated or directly or indirectly linked with a worker,
regardless of how the information is collected, inferred, or obtained. Worker data includes
but is not limited to:
new text end

new text begin (1) personal identity information, including the worker's name, contact information,
government-issued identification numbers, financial information, criminal record, or
employment history;
new text end

new text begin (2) biometric information, including data generated by automatic measurements of a
worker's biological characteristics, such as a fingerprint, a faceprint, a voiceprint, eye retinas
or irises, gait, or other unique biological patterns or characteristics that can be used,
individually or in combination with other data, to identify or collect information about a
worker;
new text end

new text begin (3) health, medical, lifestyle, and wellness information, including the worker's medical
history, physical or mental condition, diet or physical activity patterns, heart rate, medical
treatment or diagnosis by a health care professional, health insurance policy number,
subscriber identification number, or other unique identifier used to identify the worker; and
new text end

new text begin (4) any data related to workplace activities, including the following:
new text end

new text begin (i) human resources information, including the contents of a worker's personnel file or
performance evaluations;
new text end

new text begin (ii) work process information, such as data relating to an individual worker's performance
or productivity, including but not limited to the quality and quantities of tasks performed,
quality and quantities of items or materials handled or produced, rates or speeds of tasks
performed, measurements or metrics of worker performance in relation to a quota, and time
categorized as performing tasks or not performing tasks;
new text end

new text begin (iii) data that captures workplace communications and interactions, including emails,
texts, internal message boards, screenshots, and customer interaction and ratings;
new text end

new text begin (iv) device usage and data, including but not limited to keystroke recording; website,
software, and application utilization; calls placed; or geolocation information;
new text end

new text begin (v) audio, photo, or video data or other information collected from sensors, including
movement tracking; thermal sensors; voiceprints; or facial recognition, emotion, and gait
recognition;
new text end

new text begin (vi) inputs to or outputs generated by an automated decision system that are linked to
the worker;
new text end

new text begin (vii) data collected through electronic monitoring or continuous incremental time-tracking
tools; and
new text end

new text begin (viii) data collected or generated on workers to mitigate the spread of infectious diseases,
including COVID-19, or to comply with public health measures.
new text end

Sec. 2.

new text begin [181.9932] PRE-USE NOTICE.
new text end

new text begin Subdivision 1. new text end

new text begin Pre-use notice; provision. new text end

new text begin (a) An employer must provide a written notice
that an electronic monitoring tool is in use at the workplace to a worker who will be directly
or indirectly affected by the electronic monitoring tool, or the worker's authorized
representative, and to any union representing workers who could be directly or indirectly
affected by the electronic monitoring tool.
new text end

new text begin (b) The notice in paragraph (a) must be provided:
new text end

new text begin (1) if the electronic monitoring tool is introduced after the effective date of this section,
at least 30 days before the introduction of the electronic monitoring tool;
new text end

new text begin (2) if the employer is using an existing electronic monitoring tool as of the effective date
of this section, no later than September 1, 2026;
new text end

new text begin (3) prominently to a job applicant or new worker, before the employer collects the
applicant's or worker's personal information that the employer plans to process using the
electronic monitoring tool;
new text end

new text begin (4) at least 30 days before implementing any significant change to the electronic
monitoring tool or how the employer is using the electronic monitoring tool; and
new text end

new text begin (5) to a union representing workers who will be subject to the electronic monitoring
tool, on a timeline that provides a meaningful opportunity to bargain over the use, scope,
and impact of the electronic monitoring tool prior to deployment or modification of the tool.
new text end

new text begin (c) Every time an employer provides a notice under paragraph (a), a copy of that notice
must be submitted to the commissioner of labor and industry within ten days of the date the
notice was provided to the worker. Copies of notices under paragraph (a) must also be made
available to authorized representatives upon request.
new text end

new text begin (d) Notices under paragraph (a) must be:
new text end

new text begin (1) written in plain language as a separate and standalone communication;
new text end

new text begin (2) in the language in which routine communications and other information are provided
to workers; and
new text end

new text begin (3) provided by a simple and easy-to-use method, including an email, hyperlink, or other
written format.
new text end

new text begin (e) A job applicant or worker must receive the notice required under this section and
respond with affirmative written consent before the worker is subject to an electronic
monitoring tool.
new text end

new text begin (f) If reasonable alternatives to the use of the electronic monitoring tool exist, the worker
must be allowed to opt out of being subject to the electronic monitoring tool.
new text end

new text begin Subd. 2. new text end

new text begin Pre-use notice; contents. new text end

new text begin The notice required under subdivision 1, paragraph
(a), must contain the following information:
new text end

new text begin (1) a detailed description of the worker data to be collected by the electronic monitoring
tool;
new text end

new text begin (2) the specific purpose of the electronic monitoring tool, how this form of monitoring
is necessary to meet that purpose, and an explanation of why this form is the least invasive
means of accomplishing this purpose;
new text end

new text begin (3) a description of the specific activities, locations, communications, and job titles that
will be electronically monitored and the technologies that will be used;
new text end

new text begin (4) the frequency of electronic monitoring and worker data collection;
new text end

new text begin (5) a description of where, how, and for how long worker data will be stored;
new text end

new text begin (6) the names of any vendors conducting electronic monitoring on the employer's behalf;
new text end

new text begin (7) who is authorized to access the worker data gathered and under what condition access
is authorized, including the names of vendors and labor contractors;
new text end

new text begin (8) whether and how any worker data collected by the electronic monitoring tool will
be used as an input into an automated decision system;
new text end

new text begin (9) whether and how any worker data collected by electronic monitoring will, either
alone or in conjunction with an automated decision system, be used to make an
employment-related decision by the employer and, if so, the nature of that decision;
new text end

new text begin (10) whether and how any worker data collected by the electronic monitoring tool will
be used to assess workers' productivity performance or to set productivity standards;
new text end

new text begin (11) an up-to-date list of all electronic monitoring tools the employer is currently using;
and
new text end

new text begin (12) a description of the worker's rights under sections 181.9932 to 181.9938.
new text end

Sec. 3.

new text begin [181.9933] RECORDS.
new text end

new text begin Subdivision 1. new text end

new text begin Data records. new text end

new text begin (a) Employers must maintain records of data collected
through an electronic monitoring tool for 36 months after the data's collection to ensure
compliance with requests for data from workers or the commissioner of labor and industry.
new text end

new text begin (b) Employers must destroy any worker data collected via an electronic monitoring tool
no later than 37 months after collection unless the worker has provided written and informed
consent to the retention of the worker's data by the employer.
new text end

new text begin (c) Employers must protect the confidentiality, integrity, and accessibility of worker
data using data security practices consistent with data and cyber privacy laws and appropriate
to the volume and nature of the worker data collected.
new text end

new text begin Subd. 2. new text end

new text begin Record requests. new text end

new text begin (a) A worker has the right to request a copy of any of the
worker's data collected through an electronic monitoring tool and any corroborating evidence
used by a human reviewer.
new text end

new text begin (b) An employer must provide copies of the data requested within seven days of receiving
a worker's request.
new text end

new text begin Subd. 3. new text end

new text begin Record corrections. new text end

new text begin (a) A worker has the right to request corrections to worker
data collected through an electronic monitoring tool and any corroborating evidence used
by a human reviewer.
new text end

new text begin (b) An employer that receives a request to correct any of the information in paragraph
(a) must investigate and determine whether the disputed data is inaccurate.
new text end

new text begin (c) If an employer determines that the disputed data is inaccurate, the employer must:
new text end

new text begin (1) promptly correct the disputed data and inform the worker of the employer's decision
and action;
new text end

new text begin (2) review and adjust any employment-related decisions that were partially or solely
based on the inaccurate data, and inform the worker of the adjustment; and
new text end

new text begin (3) inform any third parties with which the employer shared the inaccurate data, or from
which the employer received the inaccurate data, of the error and direct the third parties to
correct the error.
new text end

new text begin (d) If an employer, upon investigation, determines that the disputed data is accurate, the
employer must inform the worker of:
new text end

new text begin (1) the decision not to amend the disputed data;
new text end

new text begin (2) the steps taken to verify the accuracy of the data; and
new text end

new text begin (3) the evidence supporting the decision not to amend the disputed data.
new text end

Sec. 4.

new text begin [181.9934] EMPLOYER REQUIREMENTS.
new text end

new text begin Subdivision 1. new text end

new text begin Use of electronic monitoring tools. new text end

new text begin (a) An employer may only use an
electronic monitoring tool to collect worker data to:
new text end

new text begin (1) ensure the quality of goods and services;
new text end

new text begin (2) ensure or facilitate compliance with laws and regulations; and
new text end

new text begin (3) protect the health, safety, or security of workers or the security of the employer's
facilities or computer networks.
new text end

new text begin (b) If the electronic monitoring tool is being used for an allowed purpose:
new text end

new text begin (1) the employer must specify the intended purpose of the electronic monitoring tool;
new text end

new text begin (2) the employer must only use the electronic monitoring tool for the purpose specified;
new text end

new text begin (3) the type and activated capabilities of the electronic monitoring tool must be narrowly
tailored to accomplish that purpose; and
new text end

new text begin (4) the electronic monitoring tool must operate in a manner that is limited to the smallest
number of workers possible, collects the least amount of data as is feasible, and collects
data no more frequently than necessary for achieving that purpose.
new text end

new text begin Subd. 2. new text end

new text begin Prohibitions. new text end

new text begin (a) An employer is prohibited from using an electronic monitoring
tool to:
new text end

new text begin (1) prevent compliance with or cause a violation of any federal, state, or local law or
regulation;
new text end

new text begin (2) obtain or infer a worker's immigration status; veteran status; ancestral history; religious
or political beliefs; health or reproductive status, history, or plan; emotional or psychological
state; neural data; sexual or gender orientation; disability; criminal record; or credit history;
new text end

new text begin (3) make predictions or inferences about a worker's behavior, beliefs, intentions,
personality, emotional state, health, or other characteristics or behavior that are unrelated
to the worker's essential job functions;
new text end

new text begin (4) identify, predict, or take adverse action against a worker for exercising the worker's
legal rights;
new text end

new text begin (5) draw on facial, gait, or emotion recognition technologies;
new text end

new text begin (6) monitor workers outside of regularly-scheduled work hours and not performing
work-related tasks;
new text end

new text begin (7) conduct audio or visual monitoring, including data collection on the frequency of
use, of bathrooms or other similarly private areas, including locker rooms, changing areas,
break rooms, smoking areas, worker cafeterias, lounges, areas designated for expressing
breast milk, or areas designated for prayer or other religious activity;
new text end

new text begin (8) monitor a worker's residence, a worker's personal vehicle, or property owned or
leased by a worker;
new text end

new text begin (9) threaten the health, welfare, safety, or legal rights of workers or the general public;
or
new text end

new text begin (10) collect data for a purpose that was not disclosed in the notice required by section
181.9932.
new text end

new text begin (b) An employer must not require workers to:
new text end

new text begin (1) physically implant devices that collect or transmit worker data, including devices
that are installed subcutaneously or incorporated into items of personal clothing or personal
accessories;
new text end

new text begin (2) install applications that collect or transmit worker data on a worker's personal device;
or
new text end

new text begin (3) carry or use any device with location tracking applications or services enabled unless
the location tracking is:
new text end

new text begin (i) conducted during work hours only;
new text end

new text begin (ii) strictly necessary to accomplish essential job functions; and
new text end

new text begin (iii) narrowly limited to only the activities and times necessary to accomplish essential
job functions.
new text end

new text begin (c) An employer must not take any adverse action against a worker based on data from
a continuous time-tracking tool, except in cases of egregious misconduct.
new text end

new text begin Subd. 3. new text end

new text begin Employment-related decisions. new text end

new text begin (a) An employer must not rely solely on an
electronic monitoring tool when making an employment-related decision.
new text end

new text begin (b) When an employer relies in part on an electronic monitoring tool in making an
employment-related decision, the employer must: (1) ensure the accuracy of the worker
data; and (2) use a designated internal reviewer to conduct an investigation and compile
corroborating information for the decision. This information may include but is not limited
to supervisory or managerial evaluations, personnel files, employee work products, or peer
reviews. The designated internal reviewer must:
new text end

new text begin (i) be granted sufficient authority, discretion, resources, and time to corroborate the
worker data collected by the electronic monitoring tool;
new text end

new text begin (ii) have sufficient expertise in the operation of similar systems, and a sufficient
understanding of the electronic monitoring tool in question to interpret the tool's outputs as
well as results of relevant impact assessments;
new text end

new text begin (iii) have the education, training, or experience sufficient to allow the reviewer to make
a well-informed decision, including education about the limitations and biases of electronic
monitoring tools and training on workers' rights under sections 181.9932 to 181.9938; and
new text end

new text begin (iv) be protected from retaliation for exercising the reviewer's responsibilities.
new text end

new text begin (c) When an employer cannot corroborate the worker data collected by the electronic
monitoring tool, or the human reviewer has concluded that the worker data collected by the
electronic monitoring tool is inaccurate, incomplete, or misleading, the employer must not
rely on the worker data to make the employment-related decision.
new text end

Sec. 5.

new text begin [181.9935] POST-USE NOTICE AND RIGHT TO ACCESS.
new text end

new text begin Subdivision 1. new text end

new text begin Notice. new text end

new text begin (a) An employer that has used worker data collected by an
electronic monitoring tool to make an employment-related decision must provide the affected
worker with a written notice:
new text end

new text begin (1) at the time the employer informs the worker of the decision or no later than 15
business days from the date of the decision, whichever is earlier; or
new text end

new text begin (2) if the decision will result in the discipline or termination of the worker, at least 30
days before the discipline or termination will take effect.
new text end

new text begin (b) The notice in paragraph (a) must be:
new text end

new text begin (1) written in plain language as a separate and standalone communication;
new text end

new text begin (2) in the language in which routine communications and other information are provided
to workers; and
new text end

new text begin (3) provided by a simple and easy-to-use method, including an email, hyperlink, or other
written format.
new text end

new text begin (c) A notice under paragraph (a) must contain the following information:
new text end

new text begin (1) an acknowledgment that the employer used worker data collected by an electronic
monitoring tool to make one or more employment-related decisions with respect to the
worker;
new text end

new text begin (2) a description of the worker's rights under sections 181.9932 to 181.9938;
new text end

new text begin (3) a form or a link to an electronic form for the worker to file an appeal or request
detailed information about the worker data and the electronic monitoring tool used in the
decision; and
new text end

new text begin (4) that the employer is prohibited from retaliating against the worker for exercising the
worker's rights under this section.
new text end

new text begin Subd. 2. new text end

new text begin Right to access. new text end

new text begin (a) When responding to a worker's access request, an employer
must provide the following information to the worker:
new text end

new text begin (1) a plain-language explanation of the specific decision for which the employer used
the worker data collected by an electronic monitoring tool;
new text end

new text begin (2) the specific electronic monitoring tool used to collect the worker data, how the tool
gathers and analyzes the data, and the locations where and increments of time when the
data is gathered;
new text end

new text begin (3) a machine-readable copy of the worker data gathered through the electronic monitoring
tool;
new text end

new text begin (4) any additional information used in the decision-making process gathered through
sources other than electronic monitoring, including any performance standards used,
inferences about the worker made by automated decision systems, and aggregate benchmark
data from other workers; and
new text end

new text begin (5) the names of any vendors conducting electronic monitoring on the employer's behalf.
new text end

new text begin (b) An employer must respond to an access request no later than 14 calendar days from
the date the employer received the request.
new text end

new text begin (c) A service provider, contractor, or vendor must provide full assistance to the employer
in responding to a worker request for access, including any of that worker's data in the
service provider's, contractor's, or vendor's possession, and any relevant information about
the electronic monitoring tool.
new text end

Sec. 6.

new text begin [181.9936] RIGHT TO APPEAL.
new text end

new text begin (a) An employer that uses worker data collected through an electronic monitoring tool
to make an employment-related decision must provide the affected worker with a form, or
a link to an electronic form, to appeal the decision.
new text end

new text begin (b) The appeal form provided to an affected worker must include:
new text end

new text begin (1) the option to request access to the worker data used to make the decision;
new text end

new text begin (2) the option to request access to any corroborating or supporting evidence provided
by a human reviewer to verify the worker data collected through an electronic monitoring
tool;
new text end

new text begin (3) space for the worker's reason for an appeal and any evidence the worker has to support
the appeal; and
new text end

new text begin (4) information on how the worker can designate an authorized representative who can
also access the data.
new text end

new text begin (c) A worker must appeal the employment-related decision within 30 days of the date
the worker was notified under section 181.9935 of the use of the automated decision system.
new text end

new text begin (d) An employer must respond to a worker submitting an appeal form within five business
days of receiving the form. To respond to an appeal, the employer must designate a human
reviewer who:
new text end

new text begin (1) will objectively evaluate all evidence;
new text end

new text begin (2) has sufficient authority, discretion, and resources to evaluate the decision, including
education about the limitations and biases of electronic monitoring tools and training on
workers' rights under sections 181.9932 to 181.9938;
new text end

new text begin (3) has the authority to overturn the employer's decision; and
new text end

new text begin (4) was not involved in making the decision that the worker is appealing.
new text end

new text begin (e) After reviewing the evidence, the human reviewer must produce a clearly written
document describing the result of the appeal and the reasons for that result. This document
must be provided to both the employer and the worker.
new text end

new text begin (f) If the human reviewer determines that the employment-related decision should be
overturned, the employer must rectify the decision within five business days of receiving
the decision.
new text end

Sec. 7.

new text begin [181.9937] DATA SALE AND SECURITY.
new text end

new text begin (a) An employer must not transfer, sell, or license worker data, including deidentified
or aggregated data, to a vendor, subcontractor, or other third party, including another
employer, unless:
new text end

new text begin (1) the vendor is under contract to analyze or interpret the worker data and the contract
prohibits the sale or licensing of the worker data;
new text end

new text begin (2) the vendor implements reasonable security procedures to protect the worker data
from unauthorized or illegal access, destruction, use, modification, or disclosure; and
new text end

new text begin (3) the vendor agrees to be jointly and severally liable for worker data breaches.
new text end

new text begin (b) An employer must not share worker data with the federal, state, or a local government
unless required to do so by law.
new text end

new text begin (c) An employer or vendor must keep worker data secure by preventing unauthorized
access and implementing a security system with up-to-date safeguards in place.
new text end

new text begin (d) Worker data collected by an employer or a vendor must be accessible only to
authorized personnel.
new text end

new text begin (e) If a data breach occurs, the employer must give notice to workers of the specific
categories of data that were impacted as soon as possible.
new text end

new text begin (f) A vendor must return to the worker and employer all worker data collected through
electronic monitoring tools in a user-friendly format and delete any remaining copies of the
worker data at the end of the vendor's contract with the employer.
new text end

Sec. 8.

new text begin [181.9938] ENFORCEMENT.
new text end

new text begin Subdivision 1. new text end

new text begin Retaliation. new text end

new text begin An employer must not discharge, threaten to discharge,
demote, suspend, or in any manner discriminate or retaliate against any worker for using
or attempting to use the worker's rights under this section and sections 181.9932 to 181.9937,
including but not limited to filing a complaint with the commissioner of labor and industry,
alleging a violation, cooperating in an investigation or prosecution of an alleged violation,
taking any action to invoke or assist in enforcing these rights, or exercising or attempting
to exercise any of these rights.
new text end

new text begin Subd. 2. new text end

new text begin Enforcement. new text end

new text begin (a) The commissioner of labor and industry must enforce this
section and sections 181.9932 to 181.9937, including investigating alleged violations,
ordering appropriate temporary relief to mitigate a violation or maintain the status quo
pending the completion of a full investigation or hearing, issuing citations against employers,
and filing civil actions.
new text end

new text begin (b) An employer who violates this section or sections 181.9932 to 181.9937 may be
liable to the plaintiff in a civil action for any and all damages recoverable at law, including
punitive damages, and injunctive and other equitable relief as determined by the court,
together with costs and disbursements, including reasonable attorney fees.
new text end

new text begin (c) A civil action under this section may be brought in a district court of competent
jurisdiction by:
new text end

new text begin (1) the commissioner of labor and industry;
new text end

new text begin (2) the attorney general under section 8.31; or
new text end

new text begin (3) a worker aggrieved by the violation, or the worker's exclusive representative.
new text end

new text begin Subd. 3. new text end

new text begin Civil penalties. new text end

new text begin (a) An employer who violates section 181.9932 or section
181.9935 is subject to a civil penalty of up to $1,000 per violation to be deposited in the
workforce development fund. Each day a worker is affected constitutes a separate violation.
new text end

new text begin (b) An employer who violates section 181.9933, 181.9934, 181.9936, or 181.9937 is
subject to a civil penalty of up to $2,500 per violation to be deposited in the workforce
development fund. Each day a worker is affected constitutes a separate violation. Under
section 181.9934, each use of an electronic monitoring tool constitutes a separate violation.
new text end

new text begin (c) In determining the penalty amount for a violation listed under this subdivision, the
commissioner must consider the size of the employer and the severity of the violation.
new text end

new text begin Subd. 4. new text end

new text begin Joint and several liability. new text end

new text begin Each employer and labor contractor or vendor
engaged by an employer to provide services is jointly and severally liable for any violation
of this section or sections 181.9932 to 181.9937.
new text end

new text begin Subd. 5. new text end

new text begin Preemption. new text end

new text begin This section does not preempt any city, county, or city and county
ordinance that provides equal or greater protection to workers who are covered by this
section and sections 181.9932 to 181.9937.
new text end

new text begin Subd. 6. new text end

new text begin Model notice. new text end

new text begin The commissioner of labor and industry must create and publish
on the department's website model language that employers may use for the notices and
appeal form required under sections 181.9932 and 181.9935.
new text end

Sec. 9. new text begin EFFECTIVE DATE.
new text end

new text begin Sections 1 to 8 are effective January 1, 2027.
new text end