Signed by Governor Mark Dayton

Vote Smart's Synopsis:

Vote to adopt a conference report that increases equal pay and establishes certain workplace protections and procedures for employees.

Highlights:

• Requires an employer to grant up to 12 weeks of unpaid leave for pregnancy, birth, or adoption to an employee who meets the following conditions (Sec. 2):
• A biological or adoptive parent in conjunction with the birth or adoption of a child; or
• A female employee for prenatal care or incapacity due to pregnancy or childbirth.

• Requires an employer to provide “reasonable accommodations” to an employee for health conditions related to pregnancy or childbirth unless the employer demonstrates that the accommodation would impose an “undue hardship” on the operation of the employer’s business (Sec. 4).

• Prohibits an employer from claiming “undue hardship” for the following “reasonable accommodations” (Sec. 4):
• The use of more frequent restroom, food, and water breaks; 
• The limits on lifting over 20 pounds; and
• The workplace seating arrangements.

• Specifies that the “reasonable accommodations” may include temporary transfer to a less strenuous or hazardous position if an employee requests a transfer with the advice of her licensed health care provider or certified doula (Sec. 4). 

• Requires employers to make “reasonable efforts” to provide nursing mothers a room or other location to express breast milk for her infant child that ensures the following accommodations (Sec. 3):
• The mother is shielded from view; 
• The mother is free from intrusion from coworkers and the public; 
• The location includes access to an electrical outlet; and
• The location is not a bathroom or a toilet stall. 

• Prohibits state departments and agencies from contracting with businesses with 40 or more full-time employees on an agreement in excess of $500,000 unless the business has an “equal pay certificate” (Sec. 6).

• Authorizes the Commissioner of Employment and Economic Development to issue an “equal pay certificate” to businesses that submit an “equal pay compliance statement” that contains certain information including, but not limited to, the following information (Sec. 6):
• That the business is in compliance with Title VII of the Civil Rights Act of 1964, Equal Pay Act of 1963, Minnesota Human Rights Act, and Minnesota Equal Pay for Equal Work Law; and 
• That the average compensation for its female employees is not consistently below the average compensation for its male employees.

• Specifies that it is an “unfair employment practice” for an employer to engage in any of the following actions based on “familial status” (Sec. 7):
• The discharge of an employee; 
• The refusal to hire or to maintain a system of employment which unreasonably excludes a   person seeking employment; or
• The discrimination against an individual with respect to hiring, tenure, compensation, terms, upgrading, conditions facilities, or privileges of employment.  

• Expands eligibility for unemployment benefits to employees who quit because of sexual assault or stalking (Sec. 4).

• Authorizes employees to use personal sick leave for absences due to certain circumstances including, but not limited to, the following circumstances (Sec. 3):
• Receiving assistance because of sexual assault, domestic abuse, or stalking; or
• An illness or injury to the employee’s mother-in-law, father-in-law, or grandchild. 

• Appropriates $500,000 from the general fund for grants to facilitate and promote the creation and expansion of businesses owned by women (Sec. 8). 

• Prohibits employers from requiring nondisclosure by an employee of his or her wages as a condition of employment (Sec. 2).

• Prohibits employers from taking any adverse action against an employee for disclosing the employees own wages or discussing another employee’s wages which have been disclosed voluntarily (Sec. 2). 

Full Bill Text

Vote Smart's Synopsis:

Vote to adopt a conference report that increases equal pay and establishes certain workplace protections and procedures for employees.

Highlights:

• Requires an employer to grant up to 12 weeks of unpaid leave for pregnancy, birth, or adoption to an employee who meets the following conditions (Sec. 2):
• A biological or adoptive parent in conjunction with the birth or adoption of a child; or
• A female employee for prenatal care or incapacity due to pregnancy or childbirth.

• Requires an employer to provide “reasonable accommodations” to an employee for health conditions related to pregnancy or childbirth unless the employer demonstrates that the accommodation would impose an “undue hardship” on the operation of the employer’s business (Sec. 4).

• Prohibits an employer from claiming “undue hardship” for the following “reasonable accommodations” (Sec. 4):
• The use of more frequent restroom, food, and water breaks; 
• The limits on lifting over 20 pounds; and
• The workplace seating arrangements.

• Specifies that the “reasonable accommodations” may include temporary transfer to a less strenuous or hazardous position if an employee requests a transfer with the advice of her licensed health care provider or certified doula (Sec. 4). 

• Requires employers to make “reasonable efforts” to provide nursing mothers a room or other location to express breast milk for her infant child that ensures the following accommodations (Sec. 3):
• The mother is shielded from view; 
• The mother is free from intrusion from coworkers and the public; 
• The location includes access to an electrical outlet; and
• The location is not a bathroom or a toilet stall. 

• Prohibits state departments and agencies from contracting with businesses with 40 or more full-time employees on an agreement in excess of $500,000 unless the business has an “equal pay certificate” (Sec. 6).

• Authorizes the Commissioner of Employment and Economic Development to issue an “equal pay certificate” to businesses that submit an “equal pay compliance statement” that contains certain information including, but not limited to, the following information (Sec. 6):
• That the business is in compliance with Title VII of the Civil Rights Act of 1964, Equal Pay Act of 1963, Minnesota Human Rights Act, and Minnesota Equal Pay for Equal Work Law; and 
• That the average compensation for its female employees is not consistently below the average compensation for its male employees.

• Specifies that it is an “unfair employment practice” for an employer to engage in any of the following actions based on “familial status” (Sec. 7):
• The discharge of an employee; 
• The refusal to hire or to maintain a system of employment which unreasonably excludes a   person seeking employment; or
• The discrimination against an individual with respect to hiring, tenure, compensation, terms, upgrading, conditions facilities, or privileges of employment.  

• Expands eligibility for unemployment benefits to employees who quit because of sexual assault or stalking (Sec. 4).

• Authorizes employees to use personal sick leave for absences due to certain circumstances including, but not limited to, the following circumstances (Sec. 3):
• Receiving assistance because of sexual assault, domestic abuse, or stalking; or
• An illness or injury to the employee’s mother-in-law, father-in-law, or grandchild. 

• Appropriates $500,000 from the general fund for grants to facilitate and promote the creation and expansion of businesses owned by women (Sec. 8). 

• Prohibits employers from requiring nondisclosure by an employee of his or her wages as a condition of employment (Sec. 2).

• Prohibits employers from taking any adverse action against an employee for disclosing the employees own wages or discussing another employee’s wages which have been disclosed voluntarily (Sec. 2). 

Full Bill Text