28 Jun Minnesota’s New Wage Theft Regulations and Employer Requirements: Real World Planning for Compliance

The following guest blog post is courtesy of Abdo, Eick and Meyers Workforce Solutions.In case you missed it, on May 30, 2019, Minnesota passed the Jobs and Economic Development Omnibus Bill. Along with many other budget and legislative items, that bill included several new regulations imposing new responsibilities and recordkeeping requirements for Minnesota employers effective July 1, 2019.These regulations, referred to as “Wage Theft” rules, are intended to ensure that all employees are provided with transparent access to important employment and payroll information and was passed in response to the large volume of wage theft complaints submitted to the Minnesota Department of Labor (DOL) each year.CHANGES & NEW REQUIREMENTS SUMMARYWhile it’s easy to get behind the overall intent and goals of the new Wage Theft regulations, employers need to understand how these requirements will affect the timing and documentation related to many of their most common HR and payroll processes. Here, we will review several key processes impacted by the new regulations: the employee written notice, commissions payment timing, payroll and earnings statement information, and employee handbook policies and recordkeeping requirements.