• Maintain medical information separately and confidentially, with limited exceptions (e.g., supervisors who need to know restrictions, first‑aid personnel). Numerous federal and state technical‑assistance resources, and tax incentives, are available to help small businesses meet ADA and Minnesota accommodation obligations. Affirmative action for government contractors Businesses that contract with government entities may have additional affirmative action and equal‑opportunity requirements. • Under Executive Order 11246 , as amended, non‑construction federal contractors with 50 or more employees and a contract of $50,000 or more , and certain federally assisted construction contractors, must prepare and implement written affirmative action programs, subject to audit and enforcement by OFCCP. • Additional obligations arise under the federal Rehabilitation Act and the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), including utilization goals and benchmarks for individuals with disabilities and protected veterans. In Minnesota, Minn. Stat. § 363A.36 requires vendors seeking state contracts over $100,000 who have more than 40 employees in Minnesota (or in their principal‑place state) to maintain an approved affirmative action plan or certify compliance with federal requirements and to obtain certificates of compliance from the Minnesota Department of Human Rights. Under the Women’s Economic Security Act (WESA), certain state contractors with 40 or more Minnesota employees and contracts over $500,000 must also obtain an equal pay certificate , typically valid for four years. Some municipalities, including Minneapolis and St. Paul, have their own affirmative action and equal‑opportunity requirements for city contractors, administered by local civil‑rights or human‑rights departments. Businesses bidding on federal, state, or local contracts should verify which affirmative action, equal‑pay, and reporting rules apply before submitting bids.
IMMIGRATION LAW COMPLIANCE
Federal immigration law requires employers to verify that all newly hired employees are authorized to work in the United States , and prohibits knowingly hiring, continuing to employ, or contracting for services with workers who lack work authorization. These rules apply to virtually all employers, regardless of size, and to individuals hired after November 6, 1986. A visa alone does not guarantee employment authorization; employers must independently confirm that a worker is authorized to work in the U.S. Form I‑9 employment eligibility verification Employment verification is documented on Form I‑9 , Employment Eligibility Verification , issued by U.S. Citizenship and Immigration Services (USCIS). Employers must: • Ensure that each employee completes Section 1 of Form I‑9 no later than the first day of work for pay .
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