Additional Minnesota wage theft requirements Minnesota’s wage theft legislation created expanded notice, recordkeeping, and enforcement rules for all employers with Minnesota based employees. DLI has authority to enter workplaces during business hours, inspect records, collect evidence, and interview employees as part of investigations. The law aims to increase transparency about how pay is calculated, especially for overtime eligible workers. Employers must clearly communicate: • How pay rates are set. • Overtime eligibility and rates. • Deductions that may be taken. • Pay periods and paydays. • Employer identity and contact information. DLI provides extensive guidance, FAQs, and sample forms to help employers comply, including: • Wage Theft Law overview. • Employer guidance on wage theft compliance. • Wage Theft Q&A. • Employer summaries and sample wage notice forms. Minneapolis has a separate Wage Theft Prevention Ordinance that took effect January 1, 2020, requiring Minneapolis employers to meet additional notice and record requirements. Minneapolis employers should review the city’s ordinance and guidance. New hire wage notices and earnings statements (Minn. Stat. § 181.032) Written notice at start of employment At the start of employment, Minnesota employers must provide each employee with a written notice (in English, with access to translated versions) that includes at least: • All rate(s) of pay and basis (hourly, shift, salary, piece, commission, etc.), including how any additional rates apply. • Any allowances claimed for meals or lodging. • Paid vacation, sick time, and other paid time off accruals and terms of use. • Employment status (e.g., full time, part time, temporary) and whether the employee is exempt from minimum wage and overtime, and the basis for any exemption. • A list of possible deductions from pay.
• Pay period length, regular payday, and the first payday. • Legal name and any operating name of the employer.
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