Uniforms, equipment, and supplies (Minn. Stat. §§ 177.24, 181.79) Minnesota limits deductions for: • Uniforms, equipment, tools, and consumable supplies used on the job. • Travel expenses. Key points: • No deduction may reduce wages below the applicable minimum wage. • Total deductions for uniforms and equipment are capped (e.g., historically $50), and at termination the employer must reimburse amounts deducted for such items. • The employer may require return of items for which reimbursement is made but may not withhold the final paycheck to enforce return. Lost or damaged property An employer may not deduct for lost, stolen, or damaged property, or for other claimed debts, unless: • The employee voluntarily authorizes the deduction in writing after the loss or debt arises; or • A court has determined that the employee is liable. E ven then, statutes limit how much may be taken from each paycheck. Child/spousal support and medical support Employers must comply with state and federal child support and medical support withholding orders. Among other things: • Employers must report newly hired employees and independent contractors to the centralized new hire reporting system within required timeframes. • Employers must ask new employees whether they are subject to court ordered medical support or dependent health/dental coverage obligations and must withhold premiums or enroll dependents when ordered. • An employer that willfully fails to comply may be liable for uncovered health or dental expenses incurred while coverage should have been in place. Garnishment Employers receiving a valid garnishment order must withhold and remit wages to satisfy an employee’s debt, subject to statutory limits on the amount that can be garnished (generally based on a percentage of disposable earnings). Employers: • May not retaliate against an employee because of garnishment.
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