by Dorraine Larison, Lathrop GPM
Summary
Minnesota’s wage and hour law requires covered employers to pay nonexempt employees a minimum wage for every hour worked. This guide provides an in-depth review of Minnesota employment law requirements HR must follow with respect to this law, including subminimum wages.
In this guide, learn about:
- Minimum wage
- Employer coverage
- Tip credit
- Employee property
- Service charges
- Credit cards
- Employee notice
- Tip pools
- Dual jobs/sidework
- Board, lodging and other facilities
- Uniforms
- Other deductions
- Subminimum wages
- Workers with disabilities
- Other workers
- Industry‑specific minimum wages
- Poster requirements
- Local requirements
- Minneapolis
- St. Paul
- Future developments
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About the author
Lathrop GPM
Lathrop GPM was formed in 2020 through the combination of Lathrop Gage (founded in Kansas City) and Gray Plant Mooty (founded in Minneapolis). With nearly 400 attorneys practicing in offices nationwide, Lathrop GPM serves clients in a wide range of industries, including manufacturing, technology, education and health care, and provides a full spectrum of corporate legal services, including business transactions, employment and employee benefits, intellectual property and litigation.
Lathrop GPM’s employment and labor attorneys have broad experience in various facets of employment and labor law, including employment litigation and disputes, employment advice, employee classification issues, employee leave and disability accommodation management, executive and other employment contracts, and antidiscrimination and antiharassment guidance.