• Minors working for a corporation totally owned and supervised in daily operations by one or both parents, and certain work for a family farm corporation when a parent is a member. Federal hazardous‑occupation rules still limit what minors can do even within some of these exceptions. Proof of age and penalties Every Minnesota employer must maintain proof of age for each minor employee, obtained from the minor in one of the following forms: • Age certificate. • Copy of a birth certificate. • Copy of a driver’s license. • Form I‑9 (Employment Eligibility Verification) or equivalent federal document showing date of birth. Violations of Minnesota child labor laws can result in administrative fines under Minn. Stat. § 181A.12, with amounts varying by type of violation (e.g., hours, hazardous work, or lack of proof of age). Penalties can be assessed per employee and per violation , and higher fines apply when minors are injured in hazardous work. In serious or willful cases, misdemeanor or gross‑misdemeanor criminal charges may also be brought. Federal penalties for child labor violations, particularly those involving serious injury or death, are much higher. Refer to : U.S. DOL – YouthRules and Child Labor Fact Sheets Minnesota DLI – Age, Hours Restrictions and Child Labor Laws
PROTECTION OF EMPLOYEES WHO REPORT VIOLATIONS OF LAW
MINNESOTA “WHISTLEBLOWER” PROTECTIONS Minnesota’s Whistleblower Act (Minn. Stat. § 181.932) prohibits employers from discharging, disciplining, threatening, or otherwise penalizing an employee with respect to compensation, terms, conditions, location, or privileges of employment because the employee, in good faith : • Reports a violation, suspected violation, or planned violation of any federal or state law, common law, or rule adopted under law to the employer, a government body, or law‑enforcement official. • Is requested by a public body or office to participate in an investigation, hearing, or inquiry . • Refuses to perform an employer’s order that the employee has an objective basis to believe violates a law or rule, and informs the employer of that reason.
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