<div class="xtend"><a id="pl.1.1"></a><var>1.1</var>CONFERENCE COMMITTEE REPORT ON H. F. No. 2536<br />
         		
         <div class="xtend_ce"><a id="pl.1.2"></a><var>1.2</var>A bill for an act<br />
            		
         </div><a id="pl.1.3"></a><var>1.3</var>relating to state government; providing for the Women's Economic Security Act; <br />
         		<a id="pl.1.4"></a><var>1.4</var>requiring equal pay certificates of compliance; modifying workforce development <br />
         		<a id="pl.1.5"></a><var>1.5</var>provisions; creating women and high-wage, high-demand, nontraditional jobs <br />
         		<a id="pl.1.6"></a><var>1.6</var>grant program; modifying eligibility for unemployment insurance benefits; <br />
         		<a id="pl.1.7"></a><var>1.7</var>offering women entrepreneurs business development grants; requiring a report <br />
         		<a id="pl.1.8"></a><var>1.8</var>on a potential state-administered retirement savings plan; modifying parenting <br />
         		<a id="pl.1.9"></a><var>1.9</var>leave, sick leave, and pregnancy accommodations; providing employment <br />
         		<a id="pl.1.10"></a><var>1.10</var>protections; providing wage disclosure protection; appropriating money;<br />
         		<a id="pl.1.11"></a><var>1.11</var>amending Minnesota Statutes 2012, sections 13.552, by adding a subdivision; <br />
         		<a id="pl.1.12"></a><var>1.12</var>181.939; 181.940, subdivision 2; 181.941; 181.943; 268.095, subdivisions <br />
         		<a id="pl.1.13"></a><var>1.13</var>1, 6; 363A.03, by adding a subdivision; 363A.08, subdivisions 1, 2, 3, 4, by <br />
         		<a id="pl.1.14"></a><var>1.14</var>adding subdivisions; Minnesota Statutes 2013 Supplement, sections 116L.665, <br />
         		<a id="pl.1.15"></a><var>1.15</var>subdivision 2; 124D.165, subdivision 3; 181.9413; proposing coding for new law <br />
         		<a id="pl.1.16"></a><var>1.16</var>in Minnesota Statutes, chapters 116L; 181; 363A.<br />
         		<a id="pl.1.17"></a><var>1.17</var>May 5, 2014<br />
         		<a id="pl.1.18"></a><var>1.18</var>The Honorable Paul Thissen<br />
         		<a id="pl.1.19"></a><var>1.19</var>Speaker of the House of Representatives<br />
         		<a id="pl.1.20"></a><var>1.20</var>The Honorable Sandra L. Pappas<br />
         		<a id="pl.1.21"></a><var>1.21</var>President of the Senate<br />
         		<a id="pl.1.22"></a><var>1.22</var>We, the undersigned conferees for H. F. No. 2536 report that we have agreed upon <br />
         		<a id="pl.1.23"></a><var>1.23</var>the items in dispute and recommend as follows:<br />
         		<a id="pl.1.24"></a><var>1.24</var>That the Senate recede from its amendment and that H. F. No. 2536 be further <br />
         		<a id="pl.1.25"></a><var>1.25</var>amended as follows:<br />
         		<a id="pl.1.26"></a><var>1.26</var>Delete everything after the enacting clause and insert:<br />
         		<br />
         		<a id="bill.1.0.0"></a><div class="xtend_ce"><a id="pl.1.27"></a><var>1.27</var>"<b>ARTICLE 1</b><br />
            		
         </div>
         <div class="xtend_ce"><a id="pl.1.28"></a><var>1.28</var><b>WOMEN'S ECONOMIC SECURITY ACT</b><br />
            		
         </div><br />
         		<a id="bill.1.1.0"></a><a id="pl.1.29"></a><var>1.29</var>&nbsp;&nbsp;&nbsp;&nbsp;Section 1. <b>CITATION; WOMEN'S ECONOMIC SECURITY ACT.</b><br />
         		<a id="pl.1.30"></a><var>1.30</var>This act shall be known as the Women's Economic Security Act.<br />
         		<br />
         		<a id="bill.2.0.0"></a><div class="xtend_ce"><a id="pl.2.1"></a><var>2.1</var><b>ARTICLE 2</b><br />
            		
         </div>
         <div class="xtend_ce"><a id="pl.2.2"></a><var>2.2</var><b>ECONOMIC SECURITY</b><br />
            		
         </div><br />
         		<a id="bill.2.1.0"></a><a id="pl.2.3"></a><var>2.3</var>&nbsp;&nbsp;&nbsp;&nbsp;Section 1. Minnesota Statutes 2012, section 13.552, is amended by adding a <br />
         		<a id="pl.2.4"></a><var>2.4</var>subdivision to read:<br />
         		<a id="pl.2.5"></a><var>2.5</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 7. <b>Equal pay certificate of compliance.</b> Access to data relating to equal pay <br />
         		<a id="pl.2.6"></a><var>2.6</var>certificates of compliance is governed by section 363A.44.<br />
         		<br />
         		<a id="bill.2.2.0"></a><a id="pl.2.7"></a><var>2.7</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 2. Minnesota Statutes 2013 Supplement, section 116L.665, subdivision 2, is <br />
         		<a id="pl.2.8"></a><var>2.8</var>amended to read:<br />
         		<a id="pl.2.9"></a><var>2.9</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 2. <b>Membership.</b> The governor's Workforce Development Council is <br />
         		<a id="pl.2.10"></a><var>2.10</var>composed of 31 members appointed by the governor. The members may be removed <br />
         		<a id="pl.2.11"></a><var>2.11</var>pursuant to section 
         <statute_ref>15.059</statute_ref>. In selecting the representatives of the council, the governor <br />
         		<a id="pl.2.12"></a><var>2.12</var>shall ensure that 50 percent of the members come from nominations provided by local <br />
         		<a id="pl.2.13"></a><var>2.13</var>workforce councils. Local education representatives shall come from nominations <br />
         		<a id="pl.2.14"></a><var>2.14</var>provided by local education to employment partnerships. The 31 members shall represent <br />
         		<a id="pl.2.15"></a><var>2.15</var>the following sectors:<br />
         		<a id="pl.2.16"></a><var>2.16</var>(a) State agencies: the following individuals shall serve on the council:<br />
         		<a id="pl.2.17"></a><var>2.17</var>(1) commissioner of the Minnesota Department of Employment and Economic <br />
         		<a id="pl.2.18"></a><var>2.18</var>Development;<br />
         		<a id="pl.2.19"></a><var>2.19</var>(2) commissioner of the Minnesota Department of Education; and<br />
         		<a id="pl.2.20"></a><var>2.20</var>(3) commissioner of the Minnesota Department of Human Services.<br />
         		<a id="pl.2.21"></a><var>2.21</var>(b) Business and industry: six individuals shall represent the business and industry <br />
         		<a id="pl.2.22"></a><var>2.22</var>sectors of Minnesota.<br />
         		<a id="pl.2.23"></a><var>2.23</var>(c) Organized labor: six individuals shall represent labor organizations of Minnesota.<br />
         		<a id="pl.2.24"></a><var>2.24</var>(d) Community-based organizations: four individuals shall represent <br />
         		<a id="pl.2.25"></a><var>2.25</var>community-based organizations of Minnesota. Community-based organizations are <br />
         		<a id="pl.2.26"></a><var>2.26</var>defined by the Workforce Investment Act as private nonprofit organizations that are <br />
         		<a id="pl.2.27"></a><var>2.27</var>representative of communities or significant segments of communities and that have <br />
         		<a id="pl.2.28"></a><var>2.28</var>demonstrated expertise and effectiveness in the field of workforce investment and may <br />
         		<a id="pl.2.29"></a><var>2.29</var>include entities that provide job training services, serve youth, serve individuals with <br />
         		<a id="pl.2.30"></a><var>2.30</var>disabilities, serve displaced homemakers, union-related organizations, employer-related <br />
         		<a id="pl.2.31"></a><var>2.31</var>nonprofit organizations, and organizations serving nonreservation Indians and tribal <br />
         		<a id="pl.2.32"></a><var>2.32</var>governments.<br />
         		<a id="pl.2.33"></a><var>2.33</var>(e) Education: six individuals shall represent the education sector of Minnesota <br />
         		<a id="pl.2.34"></a><var>2.34</var>as follows:<br />
         		<a id="pl.2.35"></a><var>2.35</var>(1) one individual shall represent local public secondary education;<br />
         		<a id="pl.3.1"></a><var>3.1</var>(2) one individual shall have expertise in design and implementation of school-based <br />
         		<a id="pl.3.2"></a><var>3.2</var>service-learning;<br />
         		<a id="pl.3.3"></a><var>3.3</var>(3) one individual shall represent leadership of the University of Minnesota;<br />
         		<a id="pl.3.4"></a><var>3.4</var>(4) one individual shall represent secondary/postsecondary vocational institutions;<br />
         		<a id="pl.3.5"></a><var>3.5</var>(5) the chancellor of the Board of Trustees of the Minnesota State Colleges and <br />
         		<a id="pl.3.6"></a><var>3.6</var>Universities; and<br />
         		<a id="pl.3.7"></a><var>3.7</var>(6) one individual shall have expertise in agricultural education.<br />
         		<a id="pl.3.8"></a><var>3.8</var>(f) Other: two individuals shall represent other constituencies including:<br />
         		<a id="pl.3.9"></a><var>3.9</var>(1) units of local government; and<br />
         		<a id="pl.3.10"></a><var>3.10</var>(2) applicable state or local programs.<br />
         		<a id="pl.3.11"></a><var>3.11</var>The speaker and the minority leader of the house of representatives shall each <br />
         		<a id="pl.3.12"></a><var>3.12</var>appoint a representative to serve as an ex officio member of the council. The majority <br />
         		<a id="pl.3.13"></a><var>3.13</var>and minority leaders of the senate shall each appoint a senator to serve as an ex officio <br />
         		<a id="pl.3.14"></a><var>3.14</var>member of the council.<br />
         		<a id="pl.3.15"></a><var>3.15</var>The governor shall appoint one individual representing public libraries, one <br />
         		<a id="pl.3.16"></a><var>3.16</var>individual with expertise in assisting women in obtaining employment in high-wage, <br />
         		<a id="pl.3.17"></a><var>3.17</var>high-demand, nontraditional occupations, and one individual representing adult basic <br />
         		<a id="pl.3.18"></a><var>3.18</var>education programs to serve as a nonvoting advisor advisors to the council.<br />
         		<a id="pl.3.19"></a><var>3.19</var>(g) Appointment: each member shall be appointed for a term of three years from the <br />
         		<a id="pl.3.20"></a><var>3.20</var>first day of January or July immediately following their appointment. Elected officials <br />
         		<a id="pl.3.21"></a><var>3.21</var>shall forfeit their appointment if they cease to serve in elected office.<br />
         		<a id="pl.3.22"></a><var>3.22</var>(h) Members of the council are compensated as provided in section 
         <statute_ref>15.059, <br />
            		<a id="pl.3.23"></a><var>3.23</var>subdivision 3
         </statute_ref>.<br />
         		<br />
         		<a id="bill.2.3.0"></a><a id="pl.3.24"></a><var>3.24</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 3. <b>[116L.99] WOMEN AND HIGH-WAGE, HIGH-DEMAND, </b><br />
         		<a id="pl.3.25"></a><var>3.25</var><b>NONTRADITIONAL JOBS GRANT PROGRAM.</b><br />
         		<a id="pl.3.26"></a><var>3.26</var>&nbsp;&nbsp;&nbsp;&nbsp;Subdivision 1. <b>Definitions.</b> (a) For the purpose of this section, the following terms <br />
         		<a id="pl.3.27"></a><var>3.27</var>have the meanings given.<br />
         		<a id="pl.3.28"></a><var>3.28</var>(b) "Commissioner" means the commissioner of employment and economic <br />
         		<a id="pl.3.29"></a><var>3.29</var>development.<br />
         		<a id="pl.3.30"></a><var>3.30</var>(c) ''Eligible organization'' includes, but is not limited to:<br />
         		<a id="pl.3.31"></a><var>3.31</var>(1) community-based organizations experienced in serving women;<br />
         		<a id="pl.3.32"></a><var>3.32</var>(2) employers;<br />
         		<a id="pl.3.33"></a><var>3.33</var>(3) business and trade associations;<br />
         		<a id="pl.3.34"></a><var>3.34</var>(4) labor unions and employee organizations;<br />
         		<a id="pl.3.35"></a><var>3.35</var>(5) registered apprenticeship programs;<br />
         		<a id="pl.4.1"></a><var>4.1</var>(6) secondary and postsecondary education institutions located in Minnesota; and<br />
         		<a id="pl.4.2"></a><var>4.2</var>(7) workforce and economic development agencies.<br />
         		<a id="pl.4.3"></a><var>4.3</var>(d) "High-wage, high-demand" means occupations that represent at least 0.1 percent <br />
         		<a id="pl.4.4"></a><var>4.4</var>of total employment in the base year, have an annual median salary which is higher than <br />
         		<a id="pl.4.5"></a><var>4.5</var>the average for the current year, and are projected to have more total openings as a share <br />
         		<a id="pl.4.6"></a><var>4.6</var>of employment than the average.<br />
         		<a id="pl.4.7"></a><var>4.7</var>(e) "Low-income" means income less than 200 percent of the federal poverty <br />
         		<a id="pl.4.8"></a><var>4.8</var>guideline adjusted for a family size of four.<br />
         		<a id="pl.4.9"></a><var>4.9</var>(f) "Nontraditional occupations'' means those occupations in which women make <br />
         		<a id="pl.4.10"></a><var>4.10</var>up less than 25 percent of the workforce as defined under United States Code, title 20, <br />
         		<a id="pl.4.11"></a><var>4.11</var>section 2302.<br />
         		<a id="pl.4.12"></a><var>4.12</var>(g) "Registered apprenticeship program'' means a program registered under United <br />
         		<a id="pl.4.13"></a><var>4.13</var>States Code, title 29, section 50.<br />
         		<a id="pl.4.14"></a><var>4.14</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 2. <b>Grant program.</b> The commissioner shall establish the women and <br />
         		<a id="pl.4.15"></a><var>4.15</var>high-wage, high-demand, nontraditional jobs grant program to increase the number of <br />
         		<a id="pl.4.16"></a><var>4.16</var>women in high-wage, high-demand, nontraditional occupations. The commissioner shall <br />
         		<a id="pl.4.17"></a><var>4.17</var>make grants to eligible organizations for programs that encourage and assist women to enter <br />
         		<a id="pl.4.18"></a><var>4.18</var>high-wage, high-demand, nontraditional occupations including but not limited to those in <br />
         		<a id="pl.4.19"></a><var>4.19</var>the skilled trades, science, technology, engineering, and math (STEM) occupations.<br />
         		<a id="pl.4.20"></a><var>4.20</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 3. <b>Use of funds.</b> (a) Grant funds awarded under this section may be used for:<br />
         		<a id="pl.4.21"></a><var>4.21</var>(1) recruitment, preparation, placement, and retention of women, including <br />
         		<a id="pl.4.22"></a><var>4.22</var>low-income women and women over 50 years old, in registered apprenticeships, <br />
         		<a id="pl.4.23"></a><var>4.23</var>postsecondary education programs, on-the-job training, and permanent employment in <br />
         		<a id="pl.4.24"></a><var>4.24</var>high-wage, high-demand, nontraditional occupations;<br />
         		<a id="pl.4.25"></a><var>4.25</var>(2) secondary or postsecondary education or other training to prepare women <br />
         		<a id="pl.4.26"></a><var>4.26</var>to succeed in high-wage, high-demand, nontraditional occupations. Activities under <br />
         		<a id="pl.4.27"></a><var>4.27</var>this clause may be conducted by the grantee or in collaboration with another institution, <br />
         		<a id="pl.4.28"></a><var>4.28</var>including but not limited to a public or private secondary or postsecondary school;<br />
         		<a id="pl.4.29"></a><var>4.29</var>(3) innovative, hands-on, best practices that stimulate interest in high-wage, <br />
         		<a id="pl.4.30"></a><var>4.30</var>high-demand, nontraditional occupations among girls, increase awareness among <br />
         		<a id="pl.4.31"></a><var>4.31</var>girls about opportunities in high-wage, high-demand, nontraditional occupations, or <br />
         		<a id="pl.4.32"></a><var>4.32</var>increase access to secondary programming leading to jobs in high-wage, high-demand, <br />
         		<a id="pl.4.33"></a><var>4.33</var>nontraditional occupations. Best practices include but are not limited to mentoring, <br />
         		<a id="pl.4.34"></a><var>4.34</var>internships, or apprenticeships for girls in high-wage, high-demand, nontraditional <br />
         		<a id="pl.4.35"></a><var>4.35</var>occupations;<br />
         		<a id="pl.5.1"></a><var>5.1</var>(4) training and other staff development for job seeker counselors and Minnesota <br />
         		<a id="pl.5.2"></a><var>5.2</var>family investment program (MFIP) caseworkers on opportunities in high-wage, <br />
         		<a id="pl.5.3"></a><var>5.3</var>high-demand, nontraditional occupations;<br />
         		<a id="pl.5.4"></a><var>5.4</var>(5) incentives for employers and sponsors of registered apprenticeship programs <br />
         		<a id="pl.5.5"></a><var>5.5</var>to retain women in high-wage, high-demand, nontraditional occupations for more than <br />
         		<a id="pl.5.6"></a><var>5.6</var>one year;<br />
         		<a id="pl.5.7"></a><var>5.7</var>(6) training and technical assistance for employers to create a safe and healthy <br />
         		<a id="pl.5.8"></a><var>5.8</var>workplace environment designed to retain and advance women, including best practices <br />
         		<a id="pl.5.9"></a><var>5.9</var>for addressing sexual harassment, and to overcome gender inequity among employers <br />
         		<a id="pl.5.10"></a><var>5.10</var>and registered apprenticeship programs;<br />
         		<a id="pl.5.11"></a><var>5.11</var>(7) public education and outreach activities to overcome stereotypes about women <br />
         		<a id="pl.5.12"></a><var>5.12</var>in high-wage, high-demand, nontraditional occupations, including the development of <br />
         		<a id="pl.5.13"></a><var>5.13</var>educational and marketing materials; and<br />
         		<a id="pl.5.14"></a><var>5.14</var>(8) support for women in high-wage, high-demand, nontraditional occupations <br />
         		<a id="pl.5.15"></a><var>5.15</var>including but not limited to assistance with workplace issues resolution and access to <br />
         		<a id="pl.5.16"></a><var>5.16</var>advocacy assistance and services.<br />
         		<a id="pl.5.17"></a><var>5.17</var>(b) Grant applications must include detailed information about how the applicant <br />
         		<a id="pl.5.18"></a><var>5.18</var>plans to:<br />
         		<a id="pl.5.19"></a><var>5.19</var>(1) increase women's participation in high-wage, high-demand occupations in which <br />
         		<a id="pl.5.20"></a><var>5.20</var>women are currently underrepresented in the workforce;<br />
         		<a id="pl.5.21"></a><var>5.21</var>(2) comply with the requirements under subdivision 3; and<br />
         		<a id="pl.5.22"></a><var>5.22</var>(3) use grant funds in conjunction with funding from other public or private sources.<br />
         		<a id="pl.5.23"></a><var>5.23</var>(c) In awarding grants under this subdivision, the commissioner shall give priority <br />
         		<a id="pl.5.24"></a><var>5.24</var>to eligible organizations:<br />
         		<a id="pl.5.25"></a><var>5.25</var>(1) with demonstrated success in recruiting and preparing women, especially <br />
         		<a id="pl.5.26"></a><var>5.26</var>low-income women and women over 50 years old, for high-wage, high-demand, <br />
         		<a id="pl.5.27"></a><var>5.27</var>nontraditional occupations; and<br />
         		<a id="pl.5.28"></a><var>5.28</var>(2) that leverage additional public and private resources.<br />
         		<a id="pl.5.29"></a><var>5.29</var>(d) At least 50 percent of total grant funds must be awarded to programs providing <br />
         		<a id="pl.5.30"></a><var>5.30</var>services and activities targeted to low-income women.<br />
         		<a id="pl.5.31"></a><var>5.31</var>(e) The commissioner of employment and economic development in conjunction <br />
         		<a id="pl.5.32"></a><var>5.32</var>with the commissioner of labor and industry shall monitor the use of funds under this <br />
         		<a id="pl.5.33"></a><var>5.33</var>section, collect and compile information on the activities of other state agencies and public <br />
         		<a id="pl.5.34"></a><var>5.34</var>or private entities that have purposes similar to those under this section, and identify other <br />
         		<a id="pl.5.35"></a><var>5.35</var>public and private funding available for these purposes.<br />
         		<br />
         		<a id="bill.2.4.0"></a><a id="pl.6.1"></a><var>6.1</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 4. Minnesota Statutes 2012, section 268.095, subdivision 1, is amended to read:<br />
         		<a id="pl.6.2"></a><var>6.2</var>&nbsp;&nbsp;&nbsp;&nbsp;Subdivision 1. <b>Quit.</b> An applicant who quit employment is ineligible for all <br />
         		<a id="pl.6.3"></a><var>6.3</var>unemployment benefits according to subdivision 10 except when:<br />
         		<a id="pl.6.4"></a><var>6.4</var>&nbsp;&nbsp;&nbsp;&nbsp;(1) the applicant quit the employment because of a good reason caused by the <br />
         		<a id="pl.6.5"></a><var>6.5</var>employer as defined in subdivision 3;<br />
         		<a id="pl.6.6"></a><var>6.6</var>&nbsp;&nbsp;&nbsp;&nbsp;(2) the applicant quit the employment to accept other covered employment that <br />
         		<a id="pl.6.7"></a><var>6.7</var>provided substantially better terms and conditions of employment, but the applicant did <br />
         		<a id="pl.6.8"></a><var>6.8</var>not work long enough at the second employment to have sufficient subsequent earnings to <br />
         		<a id="pl.6.9"></a><var>6.9</var>satisfy the period of ineligibility that would otherwise be imposed under subdivision 10 <br />
         		<a id="pl.6.10"></a><var>6.10</var>for quitting the first employment;<br />
         		<a id="pl.6.11"></a><var>6.11</var>&nbsp;&nbsp;&nbsp;&nbsp;(3) the applicant quit the employment within 30 calendar days of beginning the <br />
         		<a id="pl.6.12"></a><var>6.12</var>employment because the employment was unsuitable for the applicant;<br />
         		<a id="pl.6.13"></a><var>6.13</var>&nbsp;&nbsp;&nbsp;&nbsp;(4) the employment was unsuitable for the applicant and the applicant quit to enter <br />
         		<a id="pl.6.14"></a><var>6.14</var>reemployment assistance training;<br />
         		<a id="pl.6.15"></a><var>6.15</var>&nbsp;&nbsp;&nbsp;&nbsp;(5) the employment was part time and the applicant also had full-time employment <br />
         		<a id="pl.6.16"></a><var>6.16</var>in the base period, from which full-time employment the applicant separated because of <br />
         		<a id="pl.6.17"></a><var>6.17</var>reasons for which the applicant was held not to be ineligible, and the wage credits from <br />
         		<a id="pl.6.18"></a><var>6.18</var>the full-time employment are sufficient to meet the minimum requirements to establish a <br />
         		<a id="pl.6.19"></a><var>6.19</var>benefit account under section 
         <statute_ref>268.07</statute_ref>;<br />
         		<a id="pl.6.20"></a><var>6.20</var>&nbsp;&nbsp;&nbsp;&nbsp;(6) the applicant quit because the employer notified the applicant that the applicant <br />
         		<a id="pl.6.21"></a><var>6.21</var>was going to be laid off because of lack of work within 30 calendar days. An applicant <br />
         		<a id="pl.6.22"></a><var>6.22</var>who quit employment within 30 calendar days of a notified date of layoff because of lack <br />
         		<a id="pl.6.23"></a><var>6.23</var>of work is ineligible for unemployment benefits through the end of the week that includes <br />
         		<a id="pl.6.24"></a><var>6.24</var>the scheduled date of layoff;<br />
         		<a id="pl.6.25"></a><var>6.25</var>&nbsp;&nbsp;&nbsp;&nbsp;(7) the applicant quit the employment (i) because the applicant's serious illness or <br />
         		<a id="pl.6.26"></a><var>6.26</var>injury made it medically necessary that the applicant quit; or (ii) in order to provide <br />
         		<a id="pl.6.27"></a><var>6.27</var>necessary care because of the illness, injury, or disability of an immediate family member <br />
         		<a id="pl.6.28"></a><var>6.28</var>of the applicant. This exception only applies if the applicant informs the employer of <br />
         		<a id="pl.6.29"></a><var>6.29</var>the medical problem and requests accommodation and no reasonable accommodation <br />
         		<a id="pl.6.30"></a><var>6.30</var>is made available.<br />
         		<a id="pl.6.31"></a><var>6.31</var>&nbsp;&nbsp;&nbsp;&nbsp;If the applicant's serious illness is chemical dependency, this exception does not <br />
         		<a id="pl.6.32"></a><var>6.32</var>apply if the applicant was previously diagnosed as chemically dependent or had treatment <br />
         		<a id="pl.6.33"></a><var>6.33</var>for chemical dependency, and since that diagnosis or treatment has failed to make <br />
         		<a id="pl.6.34"></a><var>6.34</var>consistent efforts to control the chemical dependency.<br />
         		<a id="pl.6.35"></a><var>6.35</var>&nbsp;&nbsp;&nbsp;&nbsp;This exception raises an issue of the applicant's being available for suitable <br />
         		<a id="pl.6.36"></a><var>6.36</var>employment under section 
         <statute_ref>268.085, subdivision 1</statute_ref>, that the commissioner must determine;<br />
         		<a id="pl.7.1"></a><var>7.1</var>&nbsp;&nbsp;&nbsp;&nbsp;(8) the applicant's loss of child care for the applicant's minor child caused the <br />
         		<a id="pl.7.2"></a><var>7.2</var>applicant to quit the employment, provided the applicant made reasonable effort to obtain <br />
         		<a id="pl.7.3"></a><var>7.3</var>other child care and requested time off or other accommodation from the employer and no <br />
         		<a id="pl.7.4"></a><var>7.4</var>reasonable accommodation is available.<br />
         		<a id="pl.7.5"></a><var>7.5</var>&nbsp;&nbsp;&nbsp;&nbsp;This exception raises an issue of the applicant's being available for suitable <br />
         		<a id="pl.7.6"></a><var>7.6</var>employment under section 
         <statute_ref>268.085, subdivision 1</statute_ref>, that the commissioner must determine;<br />
         		<a id="pl.7.7"></a><var>7.7</var>&nbsp;&nbsp;&nbsp;&nbsp;(9) the applicant quit because domestic abuse, sexual assault, or stalking of the <br />
         		<a id="pl.7.8"></a><var>7.8</var>applicant or an immediate family member of the applicant, necessitated the applicant's <br />
         		<a id="pl.7.9"></a><var>7.9</var>quitting the employment. Domestic abuse must be shown by one or more of the following:<br />
         		<a id="pl.7.10"></a><var>7.10</var>&nbsp;&nbsp;&nbsp;&nbsp;(i) a district court order for protection or other documentation of equitable relief <br />
         		<a id="pl.7.11"></a><var>7.11</var>issued by a court;<br />
         		<a id="pl.7.12"></a><var>7.12</var>&nbsp;&nbsp;&nbsp;&nbsp;(ii) a police record documenting the domestic abuse;<br />
         		<a id="pl.7.13"></a><var>7.13</var>&nbsp;&nbsp;&nbsp;&nbsp;(iii) documentation that the perpetrator of the domestic abuse has been convicted <br />
         		<a id="pl.7.14"></a><var>7.14</var>of the offense of domestic abuse;<br />
         		<a id="pl.7.15"></a><var>7.15</var>&nbsp;&nbsp;&nbsp;&nbsp;(iv) medical documentation of domestic abuse; or<br />
         		<a id="pl.7.16"></a><var>7.16</var>&nbsp;&nbsp;&nbsp;&nbsp;(v) written statement that the applicant or an immediate family member of the <br />
         		<a id="pl.7.17"></a><var>7.17</var>applicant is a victim of domestic abuse, provided by a social worker, member of the <br />
         		<a id="pl.7.18"></a><var>7.18</var>clergy, shelter worker, attorney at law, or other professional who has assisted the applicant <br />
         		<a id="pl.7.19"></a><var>7.19</var>in dealing with the domestic abuse.<br />
         		<a id="pl.7.20"></a><var>7.20</var>&nbsp;&nbsp;&nbsp;&nbsp;Domestic abuse for purposes of this clause is defined under section 
         <statute_ref>518B.01</statute_ref>; or<br />
         		<a id="pl.7.21"></a><var>7.21</var>For purposes of this subdivision:<br />
         		<a id="pl.7.22"></a><var>7.22</var>(i) "domestic abuse" has the meaning given in section 
         <statute_ref>518B.01</statute_ref>;<br />
         		<a id="pl.7.23"></a><var>7.23</var>(ii) "sexual assault" means an act that would constitute a violation of sections <br />
         		<a id="pl.7.24"></a><var>7.24</var>609.342 to 609.3453 or 609.352; and<br />
         		<a id="pl.7.25"></a><var>7.25</var>(iii) "stalking" means an act that would constitute a violation of section 609.749; or<br />
         		<a id="pl.7.26"></a><var>7.26</var>(10) the applicant quit in order to relocate to accompany a spouse whose job location <br />
         		<a id="pl.7.27"></a><var>7.27</var>changed making it impractical for the applicant to commute.<br />
         		<a id="pl.7.28"></a><var>7.28</var><b>EFFECTIVE DATE.</b>This section is effective October 5, 2014, and applies to all <br />
         		<a id="pl.7.29"></a><var>7.29</var>determinations and appeal decisions issued on or after that date.<br />
         		<br />
         		<a id="bill.2.5.0"></a><a id="pl.7.30"></a><var>7.30</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 5. Minnesota Statutes 2012, section 268.095, subdivision 6, is amended to read:<br />
         		<a id="pl.7.31"></a><var>7.31</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 6. <b>Employment misconduct defined.</b> (a) Employment misconduct means any <br />
         		<a id="pl.7.32"></a><var>7.32</var>intentional, negligent, or indifferent conduct, on the job or off the job that displays clearly:<br />
         		<a id="pl.7.33"></a><var>7.33</var>(1) a serious violation of the standards of behavior the employer has the right to <br />
         		<a id="pl.7.34"></a><var>7.34</var>reasonably expect of the employee; or<br />
         		<a id="pl.7.35"></a><var>7.35</var>(2) a substantial lack of concern for the employment.<br />
         		<a id="pl.8.1"></a><var>8.1</var>(b) Regardless of paragraph (a), the following is not employment misconduct:<br />
         		<a id="pl.8.2"></a><var>8.2</var>(1) conduct that was a consequence of the applicant's mental illness or impairment;<br />
         		<a id="pl.8.3"></a><var>8.3</var>&nbsp;&nbsp;&nbsp;&nbsp;(2) conduct that was a consequence of the applicant's inefficiency or inadvertence;<br />
         		<a id="pl.8.4"></a><var>8.4</var>(3) simple unsatisfactory conduct;<br />
         		<a id="pl.8.5"></a><var>8.5</var>(4) conduct an average reasonable employee would have engaged in under the <br />
         		<a id="pl.8.6"></a><var>8.6</var>circumstances;<br />
         		<a id="pl.8.7"></a><var>8.7</var>(5) conduct that was a consequence of the applicant's inability or incapacity;<br />
         		<a id="pl.8.8"></a><var>8.8</var>(6) good faith errors in judgment if judgment was required;<br />
         		<a id="pl.8.9"></a><var>8.9</var>(7) absence because of illness or injury of the applicant, with proper notice to the <br />
         		<a id="pl.8.10"></a><var>8.10</var>employer;<br />
         		<a id="pl.8.11"></a><var>8.11</var>(8) absence, with proper notice to the employer, in order to provide necessary care <br />
         		<a id="pl.8.12"></a><var>8.12</var>because of the illness, injury, or disability of an immediate family member of the applicant;<br />
         		<a id="pl.8.13"></a><var>8.13</var>&nbsp;&nbsp;&nbsp;&nbsp;(9) conduct that was a consequence of the applicant's chemical dependency, unless <br />
         		<a id="pl.8.14"></a><var>8.14</var>the applicant was previously diagnosed chemically dependent or had treatment for <br />
         		<a id="pl.8.15"></a><var>8.15</var>chemical dependency, and since that diagnosis or treatment has failed to make consistent <br />
         		<a id="pl.8.16"></a><var>8.16</var>efforts to control the chemical dependency; or<br />
         		<a id="pl.8.17"></a><var>8.17</var>&nbsp;&nbsp;&nbsp;&nbsp;(10) conduct that was a consequence of the applicant, or an immediate family <br />
         		<a id="pl.8.18"></a><var>8.18</var>member of the applicant, being a victim of domestic abuse as defined under section <br />
         		<a id="pl.8.19"></a><var>8.19</var><statute_ref>518B.01</statute_ref>, sexual assault, or stalking. Domestic abuse must be shown as provided for in <br />
         		<a id="pl.8.20"></a><var>8.20</var>subdivision 1, clause (9). For the purposes of this subdivision, "domestic abuse," "sexual <br />
         		<a id="pl.8.21"></a><var>8.21</var>assault," and "stalking" have the meanings given them in subdivision 1.<br />
         		<a id="pl.8.22"></a><var>8.22</var>&nbsp;&nbsp;&nbsp;&nbsp;(c) Regardless of paragraph (b), clause (9), conduct in violation of sections 
         <statute_ref>169A.20</statute_ref>, <br />
         		
         <statute_ref><a id="pl.8.23"></a><var>8.23</var>169A.31
         </statute_ref>, or 
         <statute_ref>169A.50</statute_ref> to 
         <statute_ref>169A.53</statute_ref> that interferes with or adversely affects the employment <br />
         		<a id="pl.8.24"></a><var>8.24</var>is employment misconduct.<br />
         		<a id="pl.8.25"></a><var>8.25</var>(d) If the conduct for which the applicant was discharged involved only a single <br />
         		<a id="pl.8.26"></a><var>8.26</var>incident, that is an important fact that must be considered in deciding whether the conduct <br />
         		<a id="pl.8.27"></a><var>8.27</var>rises to the level of employment misconduct under paragraph (a). This paragraph does <br />
         		<a id="pl.8.28"></a><var>8.28</var>not require that a determination under section 
         <statute_ref>268.101</statute_ref> or decision under section 
         <statute_ref>268.105 <br />
            		
         </statute_ref><a id="pl.8.29"></a><var>8.29</var>contain a specific acknowledgment or explanation that this paragraph was considered.<br />
         		<a id="pl.8.30"></a><var>8.30</var>&nbsp;&nbsp;&nbsp;&nbsp;(e) The definition of employment misconduct provided by this subdivision is <br />
         		<a id="pl.8.31"></a><var>8.31</var>exclusive and no other definition applies.<br />
         		<a id="pl.8.32"></a><var>8.32</var><b>EFFECTIVE DATE.</b>This section is effective October 5, 2014, and applies to all <br />
         		<a id="pl.8.33"></a><var>8.33</var>determinations and appeal decisions issued on or after that date.<br />
         		<br />
         		<a id="bill.2.6.0"></a><a id="pl.8.34"></a><var>8.34</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 6. <b>[363A.44] EQUAL PAY CERTIFICATE.</b><br />
         		<a id="pl.9.1"></a><var>9.1</var>&nbsp;&nbsp;&nbsp;&nbsp;Subdivision 1. <b>Scope.</b> (a) No department, agency of the state, the Metropolitan <br />
         		<a id="pl.9.2"></a><var>9.2</var>Council, or an agency subject to section 473.143, subdivision 1, shall execute a contract or <br />
         		<a id="pl.9.3"></a><var>9.3</var>agreement in excess of $500,000 with a business that has 40 or more full-time employees <br />
         		<a id="pl.9.4"></a><var>9.4</var>in this state or a state where the business has its primary place of business on a single <br />
         		<a id="pl.9.5"></a><var>9.5</var>day during the prior 12 months, unless the business has an equal pay certificate or it has <br />
         		<a id="pl.9.6"></a><var>9.6</var>certified in writing that it is exempt. A certificate is valid for four years.<br />
         		<a id="pl.9.7"></a><var>9.7</var>&nbsp;&nbsp;&nbsp;&nbsp;(b) This section does not apply to a business with respect to a specific contract if <br />
         		<a id="pl.9.8"></a><var>9.8</var>the commissioner of administration determines that application of this section would <br />
         		<a id="pl.9.9"></a><var>9.9</var>cause undue hardship to the contracting entity. This section does not apply to a contract <br />
         		<a id="pl.9.10"></a><var>9.10</var>to provide goods and services to individuals under chapters 43A, 62A, 62C, 62D, 62E, <br />
         		<a id="pl.9.11"></a><var>9.11</var>256B, 256I, 256L, and 268A, with a business that has a license, certification, registration, <br />
         		<a id="pl.9.12"></a><var>9.12</var>provider agreement, or provider enrollment contract that is prerequisite to providing those <br />
         		<a id="pl.9.13"></a><var>9.13</var>goods and services. This section does not apply to contracts entered into by the State <br />
         		<a id="pl.9.14"></a><var>9.14</var>Board of Investment for investment options under section 352.965, subdivision 4.<br />
         		<a id="pl.9.15"></a><var>9.15</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 2. <b>Application.</b> (a) A business shall apply for an equal pay certificate <br />
         		<a id="pl.9.16"></a><var>9.16</var>by paying a $150 filing fee and submitting an equal pay compliance statement to the <br />
         		<a id="pl.9.17"></a><var>9.17</var>commissioner. The proceeds from the fees collected under this subdivision shall be <br />
         		<a id="pl.9.18"></a><var>9.18</var>deposited in an equal pay certificate special revenue account. Money in the account is <br />
         		<a id="pl.9.19"></a><var>9.19</var>appropriated to the commissioner for the purposes of this section. The commissioner shall <br />
         		<a id="pl.9.20"></a><var>9.20</var>issue an equal pay certificate of compliance to a business that submits to the commissioner <br />
         		<a id="pl.9.21"></a><var>9.21</var>a statement signed by the chairperson of the board or chief executive officer of the business: <br />
         		<a id="pl.9.22"></a><var>9.22</var>&nbsp;&nbsp;&nbsp;&nbsp;(1) that the business is in compliance with Title VII of the Civil Rights Act of 1964, <br />
         		<a id="pl.9.23"></a><var>9.23</var>Equal Pay Act of 1963, Minnesota Human Rights Act, and Minnesota Equal Pay for <br />
         		<a id="pl.9.24"></a><var>9.24</var>Equal Work Law;<br />
         		<a id="pl.9.25"></a><var>9.25</var>&nbsp;&nbsp;&nbsp;&nbsp;(2) that the average compensation for its female employees is not consistently <br />
         		<a id="pl.9.26"></a><var>9.26</var>below the average compensation for its male employees within each of the major job <br />
         		<a id="pl.9.27"></a><var>9.27</var>categories in the EEO-1 employee information report for which an employee is expected <br />
         		<a id="pl.9.28"></a><var>9.28</var>to perform work under the contract, taking into account factors such as length of service, <br />
         		<a id="pl.9.29"></a><var>9.29</var>requirements of specific jobs, experience, skill, effort, responsibility, working conditions <br />
         		<a id="pl.9.30"></a><var>9.30</var>of the job, or other mitigating factors;<br />
         		<a id="pl.9.31"></a><var>9.31</var>&nbsp;&nbsp;&nbsp;&nbsp;(3) that the business does not restrict employees of one sex to certain job <br />
         		<a id="pl.9.32"></a><var>9.32</var>classifications and makes retention and promotion decisions without regard to sex;<br />
         		<a id="pl.9.33"></a><var>9.33</var>&nbsp;&nbsp;&nbsp;&nbsp;(4) that wage and benefit disparities are corrected when identified to ensure <br />
         		<a id="pl.9.34"></a><var>9.34</var>compliance with the laws cited in clause (1) and with clause (2); and<br />
         		<a id="pl.9.35"></a><var>9.35</var>&nbsp;&nbsp;&nbsp;&nbsp;(5) how often wages and benefits are evaluated to ensure compliance with the laws <br />
         		<a id="pl.9.36"></a><var>9.36</var>cited in clause (1) and with clause (2).<br />
         		<a id="pl.10.1"></a><var>10.1</var>&nbsp;&nbsp;&nbsp;&nbsp;(b) The equal pay compliance statement shall also indicate whether the business, in <br />
         		<a id="pl.10.2"></a><var>10.2</var>setting compensation and benefits, utilizes:<br />
         		<a id="pl.10.3"></a><var>10.3</var>&nbsp;&nbsp;&nbsp;&nbsp;(1) a market pricing approach;<br />
         		<a id="pl.10.4"></a><var>10.4</var>&nbsp;&nbsp;&nbsp;&nbsp;(2) state prevailing wage or union contract requirements;<br />
         		<a id="pl.10.5"></a><var>10.5</var>&nbsp;&nbsp;&nbsp;&nbsp;(3) a performance pay system;<br />
         		<a id="pl.10.6"></a><var>10.6</var>&nbsp;&nbsp;&nbsp;&nbsp;(4) an internal analysis; or<br />
         		<a id="pl.10.7"></a><var>10.7</var>&nbsp;&nbsp;&nbsp;&nbsp;(5) an alternative approach to determine what level of wages and benefits to pay <br />
         		<a id="pl.10.8"></a><var>10.8</var>its employees. If the business uses an alternative approach, the business must provide a <br />
         		<a id="pl.10.9"></a><var>10.9</var>description of its approach.<br />
         		<a id="pl.10.10"></a><var>10.10</var>&nbsp;&nbsp;&nbsp;&nbsp;(c) Receipt of the equal pay compliance statement by the commissioner does not <br />
         		<a id="pl.10.11"></a><var>10.11</var>establish compliance with the laws set forth in paragraph (a), clause (1). <br />
         		<a id="pl.10.12"></a><var>10.12</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 3. <b>Issuance or rejection of certificate.</b> The commissioner must issue an <br />
         		<a id="pl.10.13"></a><var>10.13</var>equal pay certificate, or a statement of why the application was rejected, within 15 days of <br />
         		<a id="pl.10.14"></a><var>10.14</var>receipt of the application. An application may be rejected only if it does not comply with <br />
         		<a id="pl.10.15"></a><var>10.15</var>the requirements of subdivision 2.<br />
         		<a id="pl.10.16"></a><var>10.16</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 4. <b>Revocation of certificate.</b> An equal pay certificate for a business may be <br />
         		<a id="pl.10.17"></a><var>10.17</var>suspended or revoked by the commissioner when the business fails to make a good-faith <br />
         		<a id="pl.10.18"></a><var>10.18</var>effort to comply with the laws identified in subdivision 2, paragraph (a), clause (1), fails <br />
         		<a id="pl.10.19"></a><var>10.19</var>to make a good-faith effort to comply with this section, or has multiple violations of <br />
         		<a id="pl.10.20"></a><var>10.20</var>this section or the laws identified in subdivision 2, paragraph (a), clause (1). Prior to <br />
         		<a id="pl.10.21"></a><var>10.21</var>suspending or revoking a certificate, the commissioner must first have sought to conciliate <br />
         		<a id="pl.10.22"></a><var>10.22</var>with the business regarding wages and benefits due to employees.<br />
         		<a id="pl.10.23"></a><var>10.23</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 5. <b>Revocation of contract.</b> (a) If a contract is awarded to a business that <br />
         		<a id="pl.10.24"></a><var>10.24</var>does not have an equal pay certificate as required under subdivision 1, or that is not in <br />
         		<a id="pl.10.25"></a><var>10.25</var>compliance with subdivision 2, paragraph (a), the commissioner may void the contract <br />
         		<a id="pl.10.26"></a><var>10.26</var>on behalf of the state. The contract award entity that is a party to the agreement must be <br />
         		<a id="pl.10.27"></a><var>10.27</var>notified by the commissioner prior to the commissioner taking action to void the contract.<br />
         		<a id="pl.10.28"></a><var>10.28</var>&nbsp;&nbsp;&nbsp;&nbsp;(b) A contract may be abridged or terminated by the contract award entity identified <br />
         		<a id="pl.10.29"></a><var>10.29</var>in subdivision 1 upon notice that the commissioner has suspended or revoked the <br />
         		<a id="pl.10.30"></a><var>10.30</var>certificate of the business.<br />
         		<a id="pl.10.31"></a><var>10.31</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 6. <b>Administrative review.</b> (a) A business may obtain an administrative <br />
         		<a id="pl.10.32"></a><var>10.32</var>hearing pursuant to sections 14.57 to 14.69 before the suspension or revocation of its <br />
         		<a id="pl.10.33"></a><var>10.33</var>certificate is effective by filing a written request for hearing 20 days after service of notice <br />
         		<a id="pl.10.34"></a><var>10.34</var>by the commissioner.<br />
         		<a id="pl.10.35"></a><var>10.35</var>&nbsp;&nbsp;&nbsp;&nbsp;(b) A business may obtain an administrative hearing pursuant to sections 14.57 <br />
         		<a id="pl.10.36"></a><var>10.36</var>to 14.69 before the contract award entity's abridgement or termination of a contract is <br />
         		<a id="pl.11.1"></a><var>11.1</var>effective by filing a written request for a hearing 20 days after service of notice by the <br />
         		<a id="pl.11.2"></a><var>11.2</var>contract award entity.<br />
         		<a id="pl.11.3"></a><var>11.3</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 7. <b>Technical assistance.</b> The commissioner must provide technical assistance <br />
         		<a id="pl.11.4"></a><var>11.4</var>to any business that requests assistance regarding this section.<br />
         		<a id="pl.11.5"></a><var>11.5</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 8. <b>Audit.</b> The commissioner may audit the business's compliance with this <br />
         		<a id="pl.11.6"></a><var>11.6</var>section. As part of an audit, upon request, a business must provide the commissioner the <br />
         		<a id="pl.11.7"></a><var>11.7</var>following information with respect to employees expected to perform work under the <br />
         		<a id="pl.11.8"></a><var>11.8</var>contract in each of the major job categories in the EEO-1 employee information report:<br />
         		<a id="pl.11.9"></a><var>11.9</var>&nbsp;&nbsp;&nbsp;&nbsp;(1) number of male employees;<br />
         		<a id="pl.11.10"></a><var>11.10</var>&nbsp;&nbsp;&nbsp;&nbsp;(2) number of female employees;<br />
         		<a id="pl.11.11"></a><var>11.11</var>&nbsp;&nbsp;&nbsp;&nbsp;(3) average annualized salaries paid to male employees and to female employees, <br />
         		<a id="pl.11.12"></a><var>11.12</var>in the manner most consistent with the employer's compensation system, within each <br />
         		<a id="pl.11.13"></a><var>11.13</var>major job category;<br />
         		<a id="pl.11.14"></a><var>11.14</var>&nbsp;&nbsp;&nbsp;&nbsp;(4) information on performance payments, benefits, or other elements of <br />
         		<a id="pl.11.15"></a><var>11.15</var>compensation, in the manner most consistent with the employer's compensation system, if <br />
         		<a id="pl.11.16"></a><var>11.16</var>requested by the commissioner as part of a determination as to whether these elements of <br />
         		<a id="pl.11.17"></a><var>11.17</var>compensation are different for male and female employees;<br />
         		<a id="pl.11.18"></a><var>11.18</var>&nbsp;&nbsp;&nbsp;&nbsp;(5) average length of service for male and female employees in each major job <br />
         		<a id="pl.11.19"></a><var>11.19</var>category; and<br />
         		<a id="pl.11.20"></a><var>11.20</var>&nbsp;&nbsp;&nbsp;&nbsp;(6) other information identified by the business or by the commissioner, as needed, <br />
         		<a id="pl.11.21"></a><var>11.21</var>to determine compliance with items specified in subdivision 2, paragraph (a).<br />
         		<a id="pl.11.22"></a><var>11.22</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 9. <b>Access to data.</b> Data submitted to the commissioner related to equal pay <br />
         		<a id="pl.11.23"></a><var>11.23</var>certificates are private data on individuals or nonpublic data with respect to persons other <br />
         		<a id="pl.11.24"></a><var>11.24</var>than department employees. The commissioner's decision to issue, not issue, revoke, or <br />
         		<a id="pl.11.25"></a><var>11.25</var>suspend an equal pay certificate is public data.<br />
         		<a id="pl.11.26"></a><var>11.26</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 10. <b>Report.</b> The commissioner shall report to the governor and the chairs and <br />
         		<a id="pl.11.27"></a><var>11.27</var>ranking minority members of the committees in the senate and the house of representatives <br />
         		<a id="pl.11.28"></a><var>11.28</var>with primary jurisdiction over the department by January 31 of every even-numbered <br />
         		<a id="pl.11.29"></a><var>11.29</var>year, beginning January 31, 2016. The report shall indicate the number of equal pay <br />
         		<a id="pl.11.30"></a><var>11.30</var>certificates issued, the number of audits conducted, the processes used by contractors <br />
         		<a id="pl.11.31"></a><var>11.31</var>to ensure compliance with subdivision 2, paragraph (a), and a summary of its auditing <br />
         		<a id="pl.11.32"></a><var>11.32</var>efforts. The commissioner shall consult with the Legislative Coordinating Commission <br />
         		<a id="pl.11.33"></a><var>11.33</var>Office on the Economic Status of Women in preparing the report.<br />
         		<a id="pl.11.34"></a><var>11.34</var><b>EFFECTIVE DATE.</b>This section is effective August 1, 2014, and applies to any <br />
         		<a id="pl.11.35"></a><var>11.35</var>solicitation made on or after that date.<br />
         		<br />
         		<a id="bill.2.7.0"></a><a id="pl.12.1"></a><var>12.1</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 7. <b>HIGH-WAGE, HIGH-DEMAND, NONTRADITIONAL JOBS </b><br />
         		<a id="pl.12.2"></a><var>12.2</var><b>PROGRAM APPROPRIATION.</b><br />
         		<a id="pl.12.3"></a><var>12.3</var>$500,000 is appropriated from the workforce development fund in fiscal year <br />
         		<a id="pl.12.4"></a><var>12.4</var>2015 to the commissioner of employment and economic development to develop and <br />
         		<a id="pl.12.5"></a><var>12.5</var>implement the women and high-wage, high-demand, nontraditional jobs grant program <br />
         		<a id="pl.12.6"></a><var>12.6</var>under Minnesota Statutes, section 116L.99. Funds available under this section must not <br />
         		<a id="pl.12.7"></a><var>12.7</var>supplant other funds available for the same purposes. The commissioner may use up <br />
         		<a id="pl.12.8"></a><var>12.8</var>to five percent of the appropriation to administer the grant program. This is a onetime <br />
         		<a id="pl.12.9"></a><var>12.9</var>appropriation and is available until expended.<br />
         		<br />
         		<a id="bill.2.8.0"></a><a id="pl.12.10"></a><var>12.10</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 8. <b>WOMEN ENTREPRENEURS BUSINESS DEVELOPMENT; </b><br />
         		<a id="pl.12.11"></a><var>12.11</var><b>APPROPRIATION.</b><br />
         		<a id="pl.12.12"></a><var>12.12</var>(a) $500,000 in fiscal year 2015 is appropriated from the general fund to the <br />
         		<a id="pl.12.13"></a><var>12.13</var>commissioner of employment and economic development for grants to Women Venture and <br />
         		<a id="pl.12.14"></a><var>12.14</var>the Women's Business Center of Northeastern Minnesota at the Northeast Entrepreneurial <br />
         		<a id="pl.12.15"></a><var>12.15</var>Fund to facilitate and promote the creation and expansion of women-owned businesses <br />
         		<a id="pl.12.16"></a><var>12.16</var>in Minnesota. Funds available under this section must be divided equally among grant <br />
         		<a id="pl.12.17"></a><var>12.17</var>recipients. This is a onetime appropriation and is available until expended. Grant funds <br />
         		<a id="pl.12.18"></a><var>12.18</var>may be used only for the purposes under paragraph (b) except that up to ten percent of <br />
         		<a id="pl.12.19"></a><var>12.19</var>each grant award may be used by grant recipients for administrative costs.<br />
         		<a id="pl.12.20"></a><var>12.20</var>(b) Grants awarded under this section must be used for:<br />
         		<a id="pl.12.21"></a><var>12.21</var>(1) entrepreneurial training, mentoring, and technical assistance for the startup or <br />
         		<a id="pl.12.22"></a><var>12.22</var>expansion of eligible women-owned businesses;<br />
         		<a id="pl.12.23"></a><var>12.23</var>(2) development of networks of potential investors for eligible women-owned <br />
         		<a id="pl.12.24"></a><var>12.24</var>businesses;<br />
         		<a id="pl.12.25"></a><var>12.25</var>(3) development of outreach activities and recruitment programs for midcareer <br />
         		<a id="pl.12.26"></a><var>12.26</var>women with an interest in starting eligible women-owned businesses; and<br />
         		<a id="pl.12.27"></a><var>12.27</var>(4) compilation, development, and dissemination of resources, information, and <br />
         		<a id="pl.12.28"></a><var>12.28</var>technical assistance on best practices and model programs that may be replicated on a <br />
         		<a id="pl.12.29"></a><var>12.29</var>statewide basis.<br />
         		<a id="pl.12.30"></a><var>12.30</var>(c) For the purposes of this section "eligible women-owned business" means a <br />
         		<a id="pl.12.31"></a><var>12.31</var>business entity:<br />
         		<a id="pl.12.32"></a><var>12.32</var>(1) that is at least 51 percent female owned or, in the case of a publicly traded <br />
         		<a id="pl.12.33"></a><var>12.33</var>business, at least 51 percent of the stock is female owned;<br />
         		<a id="pl.12.34"></a><var>12.34</var>(2) whose management and daily operations are controlled by women;<br />
         		<a id="pl.12.35"></a><var>12.35</var>(3) that is organized for profit;<br />
         		<a id="pl.13.1"></a><var>13.1</var>(4) that is projected to generate at least $500,000 in annual revenue and create at <br />
         		<a id="pl.13.2"></a><var>13.2</var>least ten jobs, each of which pay an annual income equal to at least 200 percent of the <br />
         		<a id="pl.13.3"></a><var>13.3</var>federal poverty guideline adjusted for a family size of four; and<br />
         		<a id="pl.13.4"></a><var>13.4</var>(5) in the field of construction; transportation; warehousing; agriculture; mining; <br />
         		<a id="pl.13.5"></a><var>13.5</var>finance; insurance; professional, technical, or scientific services; technology; or other <br />
         		<a id="pl.13.6"></a><var>13.6</var>industries with businesses meeting the revenue and job creation requirements of clause (4).<br />
         		<a id="pl.13.7"></a><var>13.7</var>(d) A grant award under this section does not affect any other grant award or <br />
         		<a id="pl.13.8"></a><var>13.8</var>appropriation made to a grant recipient.<br />
         		<a id="pl.13.9"></a><var>13.9</var>&nbsp;&nbsp;&nbsp;&nbsp;(e) The Women's Business Center of Northeastern Minnesota shall partner with <br />
         		<a id="pl.13.10"></a><var>13.10</var>the Arrowhead Economic Opportunity Agency to provide entrepreneurial development <br />
         		<a id="pl.13.11"></a><var>13.11</var>training and resources to women with incomes less than 200 percent of the federal poverty <br />
         		<a id="pl.13.12"></a><var>13.12</var>guideline, adjusted for a family size of four, to assist with the start-up or expansion of <br />
         		<a id="pl.13.13"></a><var>13.13</var>eligible women-owned businesses.<br />
         		<br />
         		<a id="bill.2.9.0"></a><a id="pl.13.14"></a><var>13.14</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 9. <b>WOMEN AND HIGH-WAGE, HIGH-DEMAND, NONTRADITIONAL </b><br />
         		<a id="pl.13.15"></a><var>13.15</var><b>JOBS APPRENTICESHIPS; APPROPRIATION.</b><br />
         		<a id="pl.13.16"></a><var>13.16</var>$250,000 is appropriated from the workforce development fund in fiscal year 2015 <br />
         		<a id="pl.13.17"></a><var>13.17</var>to the commissioner of labor and industry for the labor education advancement program <br />
         		<a id="pl.13.18"></a><var>13.18</var>under Minnesota Statutes, section 178.11, to educate, promote, assist, and support women <br />
         		<a id="pl.13.19"></a><var>13.19</var>to enter apprenticeship programs in high-wage, high-demand, nontraditional occupations. <br />
         		<a id="pl.13.20"></a><var>13.20</var>Funds available under this section must not supplant other funds available for the same <br />
         		<a id="pl.13.21"></a><var>13.21</var>purposes. This is a onetime appropriation and is available until expended.<br />
         		<br />
         		<a id="bill.2.10.0"></a><a id="pl.13.22"></a><var>13.22</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 10. <b>REPORT; RETIREMENT SAVINGS PLAN.</b><br />
         		<a id="pl.13.23"></a><var>13.23</var>&nbsp;&nbsp;&nbsp;&nbsp;(a) The commissioner of management and budget must report to the legislature <br />
         		<a id="pl.13.24"></a><var>13.24</var>by January 15, 2015, on the potential for a state-administered retirement savings plan <br />
         		<a id="pl.13.25"></a><var>13.25</var>to serve employees without access to either an automatic enrollment payroll deduction <br />
         		<a id="pl.13.26"></a><var>13.26</var>IRA maintained or offered by their employer, or a multiemployer retirement plan or <br />
         		<a id="pl.13.27"></a><var>13.27</var>qualifying retirement plan or arrangement described in sections 414(f) and 219(g)(5), <br />
         		<a id="pl.13.28"></a><var>13.28</var>respectively, of the Internal Revenue Code of 1986, as amended through April 14, 2011. <br />
         		<a id="pl.13.29"></a><var>13.29</var>The potential state-administered plan would provide for individuals to make contributions <br />
         		<a id="pl.13.30"></a><var>13.30</var>to their own accounts to be pooled and invested by the State Board of Investment, with the <br />
         		<a id="pl.13.31"></a><var>13.31</var>benefit consisting of the balance in each individual's account, and with the state having no <br />
         		<a id="pl.13.32"></a><var>13.32</var>liability for investment earnings and losses, while discouraging employers from dropping <br />
         		<a id="pl.13.33"></a><var>13.33</var>existing retirement plan options.<br />
         		<a id="pl.13.34"></a><var>13.34</var>&nbsp;&nbsp;&nbsp;&nbsp;(b) The report must include:<br />
         		<a id="pl.14.1"></a><var>14.1</var>&nbsp;&nbsp;&nbsp;&nbsp;(1) estimates of the number of Minnesota workers who could be served by the <br />
         		<a id="pl.14.2"></a><var>14.2</var>potential state-administered plan, and the participation rate that would make the plan <br />
         		<a id="pl.14.3"></a><var>14.3</var>self-sustaining;<br />
         		<a id="pl.14.4"></a><var>14.4</var>&nbsp;&nbsp;&nbsp;&nbsp;(2) the effect of federal tax laws and the federal Employee Retirement Income <br />
         		<a id="pl.14.5"></a><var>14.5</var>Security Act on a potential state-administered plan and on participating employers and <br />
         		<a id="pl.14.6"></a><var>14.6</var>employees, including coverage and potential gaps in consumer protections;<br />
         		<a id="pl.14.7"></a><var>14.7</var>&nbsp;&nbsp;&nbsp;&nbsp;(3) barriers to savings and reasons individuals and employers may not be <br />
         		<a id="pl.14.8"></a><var>14.8</var>participating in existing private sector retirement plans;<br />
         		<a id="pl.14.9"></a><var>14.9</var>&nbsp;&nbsp;&nbsp;&nbsp;(4) the potential use and availability of investment strategies, private insurance, <br />
         		<a id="pl.14.10"></a><var>14.10</var>underwriting, or reinsurance against loss to limit or eliminate potential state liability <br />
         		<a id="pl.14.11"></a><var>14.11</var>and manage risk to the principal;<br />
         		<a id="pl.14.12"></a><var>14.12</var>&nbsp;&nbsp;&nbsp;&nbsp;(5) options for the process by which individuals would enroll in and contribute to <br />
         		<a id="pl.14.13"></a><var>14.13</var>the plan;<br />
         		<a id="pl.14.14"></a><var>14.14</var>&nbsp;&nbsp;&nbsp;&nbsp;(6) projected costs of administration, record keeping, and investment management, <br />
         		<a id="pl.14.15"></a><var>14.15</var>including staffing, legal, compliance, licensing, procurement, communications with <br />
         		<a id="pl.14.16"></a><var>14.16</var>employers and employees, oversight, marketing, technology and infrastructure, and the fee <br />
         		<a id="pl.14.17"></a><var>14.17</var>needed to cover these costs as a percentage of the average daily net assets of the potential <br />
         		<a id="pl.14.18"></a><var>14.18</var>state-administered plan, relative to asset size, with estimates of investment-related fees <br />
         		<a id="pl.14.19"></a><var>14.19</var>determined in consultation with the State Board of Investment; and<br />
         		<a id="pl.14.20"></a><var>14.20</var>&nbsp;&nbsp;&nbsp;&nbsp;(7) a comparison of a potential state-administered plan to private sector and federal <br />
         		<a id="pl.14.21"></a><var>14.21</var>government retirement savings options with regard to participation rates, contribution <br />
         		<a id="pl.14.22"></a><var>14.22</var>rates, risk-adjusted return expectations, fees, and any other factors determined by <br />
         		<a id="pl.14.23"></a><var>14.23</var>the commissioner, which may include suitability in meeting the investment needs of <br />
         		<a id="pl.14.24"></a><var>14.24</var>participants.<br />
         		<a id="pl.14.25"></a><var>14.25</var>&nbsp;&nbsp;&nbsp;&nbsp;(c) Subject to available appropriations, the report may include:<br />
         		<a id="pl.14.26"></a><var>14.26</var>&nbsp;&nbsp;&nbsp;&nbsp;(1) estimates of the average amount of savings and other financial resources residents <br />
         		<a id="pl.14.27"></a><var>14.27</var>of Minnesota have upon retirement and those that are recommended for a financially <br />
         		<a id="pl.14.28"></a><var>14.28</var>secure retirement in Minnesota;<br />
         		<a id="pl.14.29"></a><var>14.29</var>&nbsp;&nbsp;&nbsp;&nbsp;(2) estimates of the relative progress toward achieving the savings recommended for <br />
         		<a id="pl.14.30"></a><var>14.30</var>a financially secure retirement by gender, race, and ethnicity;<br />
         		<a id="pl.14.31"></a><var>14.31</var>&nbsp;&nbsp;&nbsp;&nbsp;(3) the estimated impact on publicly funded social safety net programs attributable <br />
         		<a id="pl.14.32"></a><var>14.32</var>to insufficient retirement savings, and the aggregate effect of potential state-administered <br />
         		<a id="pl.14.33"></a><var>14.33</var>plan options on publicly funded social safety net programs and the state economy;<br />
         		<a id="pl.14.34"></a><var>14.34</var>&nbsp;&nbsp;&nbsp;&nbsp;(4) the effect of federal tax laws and the federal Employee Retirement Income <br />
         		<a id="pl.14.35"></a><var>14.35</var>Security Act on a potential state-administered plan that allows for voluntary employer <br />
         		<a id="pl.14.36"></a><var>14.36</var>contributions, either commingled with or segregated from employee contributions;<br />
         		<a id="pl.15.1"></a><var>15.1</var>&nbsp;&nbsp;&nbsp;&nbsp;(5) options for a potential state-administered plan to use group annuities to ensure a <br />
         		<a id="pl.15.2"></a><var>15.2</var>stable stream of retirement income throughout beneficiaries' retirement years;<br />
         		<a id="pl.15.3"></a><var>15.3</var>&nbsp;&nbsp;&nbsp;&nbsp;(6) alternative ways and costs for the state to encourage similar outcomes to a <br />
         		<a id="pl.15.4"></a><var>15.4</var>state-administered plan;<br />
         		<a id="pl.15.5"></a><var>15.5</var>&nbsp;&nbsp;&nbsp;&nbsp;(7) options discouraging employers from dropping existing employer-sponsored <br />
         		<a id="pl.15.6"></a><var>15.6</var>retirement savings plans in favor of a potential state-administered plan; and<br />
         		<a id="pl.15.7"></a><var>15.7</var>&nbsp;&nbsp;&nbsp;&nbsp;(8) other topics that the commissioner determines are relevant to legislative <br />
         		<a id="pl.15.8"></a><var>15.8</var>consideration of possible establishment of a state-administered plan.<br />
         		<a id="pl.15.9"></a><var>15.9</var>&nbsp;&nbsp;&nbsp;&nbsp;(d) The commissioner may provide information for purposes of paragraph (c) by <br />
         		<a id="pl.15.10"></a><var>15.10</var>reporting the results of a request for public comment.<br />
         		<a id="pl.15.11"></a><var>15.11</var><b>EFFECTIVE DATE.</b>This section is effective the day following final enactment.<br />
         		<br />
         		<a id="bill.2.11.0"></a><a id="pl.15.12"></a><var>15.12</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 11. <b>RETIREMENT SAVINGS PLAN REPORT; APPROPRIATION.</b><br />
         		<a id="pl.15.13"></a><var>15.13</var>&nbsp;&nbsp;&nbsp;&nbsp;$400,000 in fiscal year 2014 is appropriated from the general fund to the <br />
         		<a id="pl.15.14"></a><var>15.14</var>commissioner of management and budget for the retirement savings plan report under <br />
         		<a id="pl.15.15"></a><var>15.15</var>section 10. This is a onetime appropriation and is available until expended.<br />
         		<a id="pl.15.16"></a><var>15.16</var><b>EFFECTIVE DATE.</b>This section is effective the day following final enactment.<br />
         		<br />
         		<a id="bill.2.12.0"></a><a id="pl.15.17"></a><var>15.17</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 12. <b>APPROPRIATION; PAY EQUITY.</b><br />
         		<a id="pl.15.18"></a><var>15.18</var>$674,000 in fiscal year 2015 is appropriated from the general fund to the <br />
         		<a id="pl.15.19"></a><var>15.19</var>commissioner of human rights for implementation of Minnesota Statutes, section <br />
         		<a id="pl.15.20"></a><var>15.20</var>363A.44. The agency base budget for this purpose is $426,000 each year in fiscal years <br />
         		<a id="pl.15.21"></a><var>15.21</var>2016 and 2017.<br />
         		<br />
         		<a id="bill.3.0.0"></a><div class="xtend_ce"><a id="pl.15.22"></a><var>15.22</var><b>ARTICLE 3</b><br />
            		
         </div>
         <div class="xtend_ce"><a id="pl.15.23"></a><var>15.23</var><b>LABOR STANDARDS AND WAGES</b><br />
            		
         </div><br />
         		<a id="bill.3.1.0"></a><a id="pl.15.24"></a><var>15.24</var>&nbsp;&nbsp;&nbsp;&nbsp;Section 1. Minnesota Statutes 2012, section 181.940, subdivision 2, is amended to read:<br />
         		<a id="pl.15.25"></a><var>15.25</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 2. <b>Employee.</b> "Employee" means a person who performs services for hire for <br />
         		<a id="pl.15.26"></a><var>15.26</var>an employer from whom a leave is requested under sections 
         <statute_ref>181.940</statute_ref> to 
         <statute_ref>181.944</statute_ref> for:<br />
         		<a id="pl.15.27"></a><var>15.27</var>(1) at least 12 consecutive months immediately preceding the request; and<br />
         		<a id="pl.15.28"></a><var>15.28</var>(2) for an average number of hours per week equal to one-half the full-time <br />
         		<a id="pl.15.29"></a><var>15.29</var>equivalent position in the employee's job classification as defined by the employer's <br />
         		<a id="pl.15.30"></a><var>15.30</var>personnel policies or practices or pursuant to the provisions of a collective bargaining <br />
         		<a id="pl.15.31"></a><var>15.31</var>agreement, during those 12 months the 12-month period immediately preceding the leave.<br />
         		<a id="pl.16.1"></a><var>16.1</var>Employee includes all individuals employed at any site owned or operated by the <br />
         		<a id="pl.16.2"></a><var>16.2</var>employer but does not include an independent contractor.<br />
         		<br />
         		<a id="bill.3.2.0"></a><a id="pl.16.3"></a><var>16.3</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 2. Minnesota Statutes 2012, section 181.941, is amended to read:<br />
         		<a id="pl.16.4"></a><var>16.4</var><b>181.941 </b><b>PREGNANCY AND </b><b>PARENTING LEAVE.</b><br />
         		<a id="pl.16.5"></a><var>16.5</var>&nbsp;&nbsp;&nbsp;&nbsp;Subdivision 1. <b>Six</b><b> Twelve</b><b>-week leave; </b><b>pregnancy, </b><b>birth</b><b>,</b><b> or adoption.</b> (a) An <br />
         		<a id="pl.16.6"></a><var>16.6</var>employer must grant an unpaid leave of absence to an employee who is a natural or <br />
         		<a id="pl.16.7"></a><var>16.7</var>adoptive parent in conjunction with the birth or adoption of a child. The length of the <br />
         		<a id="pl.16.8"></a><var>16.8</var>leave shall be determined by the employee, but may not exceed six weeks, unless agreed <br />
         		<a id="pl.16.9"></a><var>16.9</var>to by the employer.:<br />
         		<a id="pl.16.10"></a><var>16.10</var>(1) a biological or adoptive parent in conjunction with the birth or adoption of a <br />
         		<a id="pl.16.11"></a><var>16.11</var>child; or<br />
         		<a id="pl.16.12"></a><var>16.12</var>(2) a female employee for prenatal care, or incapacity due to pregnancy, childbirth, <br />
         		<a id="pl.16.13"></a><var>16.13</var>or related health conditions.<br />
         		<a id="pl.16.14"></a><var>16.14</var>(b) The length of the leave shall be determined by the employee, but must not exceed <br />
         		<a id="pl.16.15"></a><var>16.15</var>12 weeks, unless agreed to by the employer.<br />
         		<a id="pl.16.16"></a><var>16.16</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 2. <b>Start of leave.</b> The leave shall begin at a time requested by the employee. <br />
         		<a id="pl.16.17"></a><var>16.17</var>The employer may adopt reasonable policies governing the timing of requests for unpaid <br />
         		<a id="pl.16.18"></a><var>16.18</var>leave.  and may require an employee who plans to take a leave under this section to give <br />
         		<a id="pl.16.19"></a><var>16.19</var>the employer reasonable notice of the date the leave shall commence and the estimated <br />
         		<a id="pl.16.20"></a><var>16.20</var>duration of the leave. For leave taken under subdivision 1, paragraph (a), clause (1), the <br />
         		<a id="pl.16.21"></a><var>16.21</var>leave may must begin not more than six weeks after within 12 months of the birth or <br />
         		<a id="pl.16.22"></a><var>16.22</var>adoption; except that, in the case where the child must remain in the hospital longer than <br />
         		<a id="pl.16.23"></a><var>16.23</var>the mother, the leave may not must begin more than six weeks within 12 months after the <br />
         		<a id="pl.16.24"></a><var>16.24</var>child leaves the hospital.<br />
         		<a id="pl.16.25"></a><var>16.25</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 3. <b>No employer retribution.</b> An employer shall not retaliate against an <br />
         		<a id="pl.16.26"></a><var>16.26</var>employee for requesting or obtaining a leave of absence as provided by this section.<br />
         		<a id="pl.16.27"></a><var>16.27</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 4. <b>Continued insurance.</b> The employer must continue to make coverage <br />
         		<a id="pl.16.28"></a><var>16.28</var>available to the employee while on leave of absence under any group insurance policy, <br />
         		<a id="pl.16.29"></a><var>16.29</var>group subscriber contract, or health care plan for the employee and any dependents. <br />
         		<a id="pl.16.30"></a><var>16.30</var>Nothing in this section requires the employer to pay the costs of the insurance or health <br />
         		<a id="pl.16.31"></a><var>16.31</var>care while the employee is on leave of absence.<br />
         		<br />
         		<a id="bill.3.3.0"></a><a id="pl.16.32"></a><var>16.32</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 3. Minnesota Statutes 2013 Supplement, section 181.9413, is amended to read:<br />
         		<a id="pl.16.33"></a><var>16.33</var><b>181.9413 SICK LEAVE BENEFITS; CARE OF RELATIVES.</b><br />
         		<a id="pl.17.1"></a><var>17.1</var>&nbsp;&nbsp;&nbsp;&nbsp;(a) An employee may use personal sick leave benefits provided by the employer <br />
         		<a id="pl.17.2"></a><var>17.2</var>for absences due to an illness of or injury to the employee's child, as defined in section <br />
         		
         <statute_ref><a id="pl.17.3"></a><var>17.3</var>181.940, subdivision 4
         </statute_ref>, adult child, spouse, sibling, parent, mother-in-law, father-in-law, <br />
         		<a id="pl.17.4"></a><var>17.4</var>grandchild, grandparent, or stepparent, for reasonable periods of time as the employee's <br />
         		<a id="pl.17.5"></a><var>17.5</var>attendance may be necessary, on the same terms upon which the employee is able to use <br />
         		<a id="pl.17.6"></a><var>17.6</var>sick leave benefits for the employee's own illness or injury. This section applies only to <br />
         		<a id="pl.17.7"></a><var>17.7</var>personal sick leave benefits payable to the employee from the employer's general assets.<br />
         		<a id="pl.17.8"></a><var>17.8</var>&nbsp;&nbsp;&nbsp;&nbsp;(b) An employee may use sick leave as allowed under this section for safety leave, <br />
         		<a id="pl.17.9"></a><var>17.9</var>whether or not the employee's employer allows use of sick leave for that purpose for such <br />
         		<a id="pl.17.10"></a><var>17.10</var>reasonable periods of time as may be necessary. Safety leave may be used for assistance <br />
         		<a id="pl.17.11"></a><var>17.11</var>to the employee or assistance to the relatives described in paragraph (a). For the purpose <br />
         		<a id="pl.17.12"></a><var>17.12</var>of this section, "safety leave" is leave for the purpose of providing or receiving assistance <br />
         		<a id="pl.17.13"></a><var>17.13</var>because of sexual assault, domestic abuse, or stalking. For the purpose of this paragraph:<br />
         		<a id="pl.17.14"></a><var>17.14</var>&nbsp;&nbsp;&nbsp;&nbsp;(1) "domestic abuse" has the meaning given in section 518B.01;<br />
         		<a id="pl.17.15"></a><var>17.15</var>&nbsp;&nbsp;&nbsp;&nbsp;(2) "sexual assault" means an act that constitutes a violation under sections 609.342 <br />
         		<a id="pl.17.16"></a><var>17.16</var>to 609.3453 or 609.352; and<br />
         		<a id="pl.17.17"></a><var>17.17</var>&nbsp;&nbsp;&nbsp;&nbsp;(3) "stalking" has the meaning given in section 609.749.<br />
         		<a id="pl.17.18"></a><var>17.18</var>&nbsp;&nbsp;&nbsp;&nbsp;(c) An employer may limit the use of safety leave as described in paragraph (b) or <br />
         		<a id="pl.17.19"></a><var>17.19</var>personal sick leave benefits provided by the employer for absences due to an illness of or <br />
         		<a id="pl.17.20"></a><var>17.20</var>injury to the employee's adult child, spouse, sibling, parent, mother-in-law, father-in-law, <br />
         		<a id="pl.17.21"></a><var>17.21</var>grandchild, grandparent, or stepparent to no less than 160 hours in any 12-month period. <br />
         		<a id="pl.17.22"></a><var>17.22</var>This paragraph does not apply to absences due to the illness or injury of a child, as defined <br />
         		<a id="pl.17.23"></a><var>17.23</var>in section 
         <statute_ref>181.940, subdivision 4</statute_ref>.<br />
         		<a id="pl.17.24"></a><var>17.24</var>&nbsp;&nbsp;&nbsp;&nbsp;(c) (d) For purposes of this section, "personal sick leave benefits" means time <br />
         		<a id="pl.17.25"></a><var>17.25</var>accrued and available to an employee to be used as a result of absence from work due <br />
         		<a id="pl.17.26"></a><var>17.26</var>to personal illness or injury, but does not include short-term or long-term disability or <br />
         		<a id="pl.17.27"></a><var>17.27</var>other salary continuation benefits.<br />
         		<a id="pl.17.28"></a><var>17.28</var>&nbsp;&nbsp;&nbsp;&nbsp;(d) (e) For the purpose of this section, "child" includes a stepchild and a biological, <br />
         		<a id="pl.17.29"></a><var>17.29</var>adopted, and foster child.<br />
         		<a id="pl.17.30"></a><var>17.30</var>&nbsp;&nbsp;&nbsp;&nbsp;(f) For the purpose of this section, "grandchild" includes a step-grandchild, and a <br />
         		<a id="pl.17.31"></a><var>17.31</var>biological, adopted, and foster grandchild.<br />
         		<a id="pl.17.32"></a><var>17.32</var>&nbsp;&nbsp;&nbsp;&nbsp;(e) (g) This section does not prevent an employer from providing greater sick leave <br />
         		<a id="pl.17.33"></a><var>17.33</var>benefits than are provided for under this section.<br />
         		<a id="pl.17.34"></a><var>17.34</var>&nbsp;&nbsp;&nbsp;&nbsp;(h) An employer shall not retaliate against an employee for requesting or obtaining a <br />
         		<a id="pl.17.35"></a><var>17.35</var>leave of absence under this section.<br />
         		<br />
         		<a id="bill.3.4.0"></a><a id="pl.18.1"></a><var>18.1</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 4. <b>[181.9414] PREGNANCY ACCOMMODATIONS.</b><br />
         		<a id="pl.18.2"></a><var>18.2</var>&nbsp;&nbsp;&nbsp;&nbsp;Subdivision 1. <b>Accommodation.</b> An employer must provide reasonable <br />
         		<a id="pl.18.3"></a><var>18.3</var>accommodations to an employee for health conditions related to pregnancy or childbirth if <br />
         		<a id="pl.18.4"></a><var>18.4</var>she so requests, with the advice of her licensed health care provider or certified doula, <br />
         		<a id="pl.18.5"></a><var>18.5</var>unless the employer demonstrates that the accommodation would impose an undue <br />
         		<a id="pl.18.6"></a><var>18.6</var>hardship on the operation of the employer's business. A pregnant employee shall not be <br />
         		<a id="pl.18.7"></a><var>18.7</var>required to obtain the advice of her licensed health care provider or certified doula, nor <br />
         		<a id="pl.18.8"></a><var>18.8</var>may an employer claim undue hardship for the following accommodations: (1) more <br />
         		<a id="pl.18.9"></a><var>18.9</var>frequent restroom, food, and water breaks; (2) seating; and (3) limits on lifting over 20 <br />
         		<a id="pl.18.10"></a><var>18.10</var>pounds. The employee and employer shall engage in an interactive process with respect to <br />
         		<a id="pl.18.11"></a><var>18.11</var>an employee's request for a reasonable accommodation. "Reasonable accommodation" <br />
         		<a id="pl.18.12"></a><var>18.12</var>may include, but is not limited to, temporary transfer to a less strenuous or hazardous <br />
         		<a id="pl.18.13"></a><var>18.13</var>position, seating, frequent restroom breaks, and limits to heavy lifting. Notwithstanding <br />
         		<a id="pl.18.14"></a><var>18.14</var>any other provision of this section, an employer shall not be required to create a new or <br />
         		<a id="pl.18.15"></a><var>18.15</var>additional position in order to accommodate an employee pursuant to this section, and <br />
         		<a id="pl.18.16"></a><var>18.16</var>shall not be required to discharge any employee, transfer any other employee with greater <br />
         		<a id="pl.18.17"></a><var>18.17</var>seniority, or promote any employee.<br />
         		<a id="pl.18.18"></a><var>18.18</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 2. <b>Interaction with other laws.</b> Nothing in this section shall be construed to <br />
         		<a id="pl.18.19"></a><var>18.19</var>affect any other provision of law relating to sex discrimination or pregnancy, or in any <br />
         		<a id="pl.18.20"></a><var>18.20</var>way to diminish the coverage of pregnancy, childbirth, or health conditions related to <br />
         		<a id="pl.18.21"></a><var>18.21</var>pregnancy or childbirth under any other provisions of any other law.<br />
         		<a id="pl.18.22"></a><var>18.22</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 3. <b>No employer retribution.</b> An employer shall not retaliate against an <br />
         		<a id="pl.18.23"></a><var>18.23</var>employee for requesting or obtaining accommodation under this section.<br />
         		<a id="pl.18.24"></a><var>18.24</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 4. <b>Employee not required to take leave.</b> An employer shall not require an <br />
         		<a id="pl.18.25"></a><var>18.25</var>employee to take a leave or accept an accommodation.<br />
         		<a id="pl.18.26"></a><var>18.26</var><b>EFFECTIVE DATE.</b>This section is effective the day following final enactment.<br />
         		<br />
         		<a id="bill.3.5.0"></a><a id="pl.18.27"></a><var>18.27</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 5. Minnesota Statutes 2012, section 181.943, is amended to read:<br />
         		<a id="pl.18.28"></a><var>18.28</var><b>181.943 RELATIONSHIP TO OTHER LEAVE.</b><br />
         		<a id="pl.18.29"></a><var>18.29</var>(a) The length of parental leave provided under section 
         <statute_ref>181.941</statute_ref> may be reduced <br />
         		<a id="pl.18.30"></a><var>18.30</var>by any period of paid parental or disability leave, but not accrued sick leave, provided <br />
         		<a id="pl.18.31"></a><var>18.31</var>by the employer, so that the total leave does not exceed six weeks, unless agreed to by <br />
         		<a id="pl.18.32"></a><var>18.32</var>the employer.:<br />
         		<a id="pl.19.1"></a><var>19.1</var>(1) paid parental, disability, personal, medical, or sick leave, or accrued vacation <br />
         		<a id="pl.19.2"></a><var>19.2</var>provided by the employer so that the total leave does not exceed 12 weeks, unless agreed <br />
         		<a id="pl.19.3"></a><var>19.3</var>to by the employer; or<br />
         		<a id="pl.19.4"></a><var>19.4</var>(2) leave taken for the same purpose by the employee under United States Code, <br />
         		<a id="pl.19.5"></a><var>19.5</var>title 29, chapter 28.<br />
         		<a id="pl.19.6"></a><var>19.6</var>(b) Nothing in sections 
         <statute_ref>181.940</statute_ref> to 
         <statute_ref>181.943</statute_ref> prevents any employer from providing <br />
         		<a id="pl.19.7"></a><var>19.7</var>leave benefits in addition to those provided in sections 
         <statute_ref>181.940</statute_ref> to 
         <statute_ref>181.944</statute_ref> or otherwise <br />
         		<a id="pl.19.8"></a><var>19.8</var>affects an employee's rights with respect to any other employment benefit.<br />
         		<br />
         		<a id="bill.4.0.0"></a><div class="xtend_ce"><a id="pl.19.9"></a><var>19.9</var><b>ARTICLE 4</b><br />
            		
         </div>
         <div class="xtend_ce"><a id="pl.19.10"></a><var>19.10</var><b>EMPLOYMENT PROTECTIONS</b><br />
            		
         </div><br />
         		<a id="bill.4.1.0"></a><a id="pl.19.11"></a><var>19.11</var>&nbsp;&nbsp;&nbsp;&nbsp;Section 1. Minnesota Statutes 2013 Supplement, section 177.27, subdivision 4, is <br />
         		<a id="pl.19.12"></a><var>19.12</var>amended to read:<br />
         		<a id="pl.19.13"></a><var>19.13</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 4. <b>Compliance orders.</b> The commissioner may issue an order requiring an <br />
         		<a id="pl.19.14"></a><var>19.14</var>employer to comply with sections 
         <statute_ref>177.21</statute_ref> to 
         <statute_ref>177.435</statute_ref>, 
         <statute_ref>181.02</statute_ref>, 
         <statute_ref>181.03</statute_ref>, 
         <statute_ref>181.031</statute_ref>, 
         <statute_ref>181.032</statute_ref>, <br />
         		
         <statute_ref><a id="pl.19.15"></a><var>19.15</var>181.101
         </statute_ref>, 
         <statute_ref>181.11</statute_ref>, 
         <statute_ref>181.12</statute_ref>, 
         <statute_ref>181.13</statute_ref>, 
         <statute_ref>181.14</statute_ref>, 
         <statute_ref>181.145</statute_ref>, 
         <statute_ref>181.15, 181.172, paragraph (a) or (d),<br />
            		<a id="pl.19.16"></a><var>19.16</var> 181.275, subdivision 2a
         </statute_ref>, 
         <statute_ref>181.722</statute_ref>, and 
         <statute_ref>181.79, and 181.939 to 181.943</statute_ref>, or with any rule <br />
         		<a id="pl.19.17"></a><var>19.17</var>promulgated under section 
         <statute_ref>177.28</statute_ref>. The commissioner shall issue an order requiring an <br />
         		<a id="pl.19.18"></a><var>19.18</var>employer to comply with sections 
         <statute_ref>177.41 </statute_ref>to 
         <statute_ref>177.435</statute_ref> if the violation is repeated. For <br />
         		<a id="pl.19.19"></a><var>19.19</var>purposes of this subdivision only, a violation is repeated if at any time during the two years <br />
         		<a id="pl.19.20"></a><var>19.20</var>that preceded the date of violation, the commissioner issued an order to the employer for <br />
         		<a id="pl.19.21"></a><var>19.21</var>violation of sections 
         <statute_ref>177.41</statute_ref> to 
         <statute_ref>177.435 </statute_ref>and the order is final or the commissioner and the <br />
         		<a id="pl.19.22"></a><var>19.22</var>employer have entered into a settlement agreement that required the employer to pay back <br />
         		<a id="pl.19.23"></a><var>19.23</var>wages that were required by sections 
         <statute_ref>177.41</statute_ref> to 
         <statute_ref>177.435</statute_ref>. The department shall serve the <br />
         		<a id="pl.19.24"></a><var>19.24</var>order upon the employer or the employer's authorized representative in person or by <br />
         		<a id="pl.19.25"></a><var>19.25</var>certified mail at the employer's place of business. An employer who wishes to contest the <br />
         		<a id="pl.19.26"></a><var>19.26</var>order must file written notice of objection to the order with the commissioner within 15 <br />
         		<a id="pl.19.27"></a><var>19.27</var>calendar days after being served with the order. A contested case proceeding must then be <br />
         		<a id="pl.19.28"></a><var>19.28</var>held in accordance with sections 
         <statute_ref>14.57</statute_ref> to 
         <statute_ref>14.69</statute_ref>. If, within 15 calendar days after being <br />
         		<a id="pl.19.29"></a><var>19.29</var>served with the order, the employer fails to file a written notice of objection with the <br />
         		<a id="pl.19.30"></a><var>19.30</var>commissioner, the order becomes a final order of the commissioner.<br />
         		<br />
         		<a id="bill.4.2.0"></a><a id="pl.19.31"></a><var>19.31</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 2. <b>[181.172] WAGE DISCLOSURE PROTECTION.</b><br />
         		<a id="pl.19.32"></a><var>19.32</var>(a) An employer shall not:<br />
         		<a id="pl.19.33"></a><var>19.33</var>(1) require nondisclosure by an employee of his or her wages as a condition of <br />
         		<a id="pl.19.34"></a><var>19.34</var>employment; <br />
         		<a id="pl.20.1"></a><var>20.1</var>(2) require an employee to sign a waiver or other document which purports to deny <br />
         		<a id="pl.20.2"></a><var>20.2</var>an employee the right to disclose the employee's wages; or<br />
         		<a id="pl.20.3"></a><var>20.3</var>(3) take any adverse employment action against an employee for disclosing the <br />
         		<a id="pl.20.4"></a><var>20.4</var>employee's own wages or discussing another employee's wages which have been disclosed <br />
         		<a id="pl.20.5"></a><var>20.5</var>voluntarily.<br />
         		<a id="pl.20.6"></a><var>20.6</var>(b) Nothing in this section shall be construed to:<br />
         		<a id="pl.20.7"></a><var>20.7</var>(1) create an obligation on any employer or employee to disclose wages;<br />
         		<a id="pl.20.8"></a><var>20.8</var>(2) permit an employee, without the written consent of the employer, to disclose <br />
         		<a id="pl.20.9"></a><var>20.9</var>proprietary information, trade secret information, or information that is otherwise subject <br />
         		<a id="pl.20.10"></a><var>20.10</var>to a legal privilege or protected by law;<br />
         		<a id="pl.20.11"></a><var>20.11</var>(3) diminish any existing rights under the National Labor Relations Act under <br />
         		<a id="pl.20.12"></a><var>20.12</var>United States Code, title 29; or<br />
         		<a id="pl.20.13"></a><var>20.13</var>(4) permit the employee to disclose wage information of other employees to a <br />
         		<a id="pl.20.14"></a><var>20.14</var>competitor of their employer.<br />
         		<a id="pl.20.15"></a><var>20.15</var>(c) An employer that provides an employee handbook to its employees must include <br />
         		<a id="pl.20.16"></a><var>20.16</var>in the handbook notice of employee rights and remedies under this section.<br />
         		<a id="pl.20.17"></a><var>20.17</var>(d) An employer may not retaliate against an employee for asserting rights or <br />
         		<a id="pl.20.18"></a><var>20.18</var>remedies under this section.<br />
         		<a id="pl.20.19"></a><var>20.19</var>(e) An employee may bring a civil action against an employer for a violation of <br />
         		<a id="pl.20.20"></a><var>20.20</var>paragraph (a) or (d). If a court finds that an employer has violated paragraph (a) or (d), the <br />
         		<a id="pl.20.21"></a><var>20.21</var>court may order reinstatement, back pay, restoration of lost service credit, if appropriate, <br />
         		<a id="pl.20.22"></a><var>20.22</var>and the expungement of any related adverse records of an employee who was the subject <br />
         		<a id="pl.20.23"></a><var>20.23</var>of the violation.<br />
         		<br />
         		<a id="bill.4.3.0"></a><a id="pl.20.24"></a><var>20.24</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 3. Minnesota Statutes 2012, section 181.939, is amended to read:<br />
         		<a id="pl.20.25"></a><var>20.25</var><b>181.939 NURSING MOTHERS.</b><br />
         		<a id="pl.20.26"></a><var>20.26</var>(a) An employer must provide reasonable unpaid break time each day to an <br />
         		<a id="pl.20.27"></a><var>20.27</var>employee who needs to express breast milk for her infant child. The break time must, <br />
         		<a id="pl.20.28"></a><var>20.28</var>if possible, run concurrently with any break time already provided to the employee. An <br />
         		<a id="pl.20.29"></a><var>20.29</var>employer is not required to provide break time under this section if to do so would unduly <br />
         		<a id="pl.20.30"></a><var>20.30</var>disrupt the operations of the employer.<br />
         		<a id="pl.20.31"></a><var>20.31</var>(b) The employer must make reasonable efforts to provide a room or other location, <br />
         		<a id="pl.20.32"></a><var>20.32</var>in close proximity to the work area, other than a bathroom or a toilet stall, that is shielded <br />
         		<a id="pl.20.33"></a><var>20.33</var>from view and free from intrusion from coworkers and the public and that includes access <br />
         		<a id="pl.20.34"></a><var>20.34</var>to an electrical outlet, where the employee can express her milk in privacy. The employer <br />
         		<a id="pl.20.35"></a><var>20.35</var>would be held harmless if reasonable effort has been made.<br />
         		<a id="pl.21.1"></a><var>21.1</var>(c) For the purposes of this section, "employer" means a person or entity that <br />
         		<a id="pl.21.2"></a><var>21.2</var>employs one or more employees and includes the state and its political subdivisions.<br />
         		<a id="pl.21.3"></a><var>21.3</var>(d) An employer may not retaliate against an employee for asserting rights or <br />
         		<a id="pl.21.4"></a><var>21.4</var>remedies under this section.<br />
         		<br />
         		<a id="bill.4.4.0"></a><a id="pl.21.5"></a><var>21.5</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 4. Minnesota Statutes 2012, section 181.9435, subdivision 1, is amended to read:<br />
         		<a id="pl.21.6"></a><var>21.6</var>&nbsp;&nbsp;&nbsp;&nbsp;Subdivision 1. <b>Investigation.</b> The Division of Labor Standards and Apprenticeship <br />
         		<a id="pl.21.7"></a><var>21.7</var>shall receive complaints of employees against employers relating to sections 
         <statute_ref>181.940<br />
            		<a id="pl.21.8"></a><var>21.8</var></statute_ref> 181.172, paragraph (a) or (d), and 181.939 to 
         <statute_ref>181.9436</statute_ref> and investigate informally whether <br />
         		<a id="pl.21.9"></a><var>21.9</var>an employer may be in violation of sections 
         <statute_ref>181.940</statute_ref> 181.172, paragraph (a) or (d), and <br />
         		<a id="pl.21.10"></a><var>21.10</var>181.939 to 
         <statute_ref>181.9436</statute_ref>. The division shall attempt to resolve employee complaints by <br />
         		<a id="pl.21.11"></a><var>21.11</var>informing employees and employers of the provisions of the law and directing employers <br />
         		<a id="pl.21.12"></a><var>21.12</var>to comply with the law. For complaints related to section 181.939, the division must <br />
         		<a id="pl.21.13"></a><var>21.13</var>contact the employer within two business days and investigate the complaint within ten <br />
         		<a id="pl.21.14"></a><var>21.14</var>days of receipt of the complaint.<br />
         		<br />
         		<a id="bill.4.5.0"></a><a id="pl.21.15"></a><var>21.15</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 5. Minnesota Statutes 2012, section 181.944, is amended to read:<br />
         		<a id="pl.21.16"></a><var>21.16</var><b>181.944 INDIVIDUAL REMEDIES.</b><br />
         		<a id="pl.21.17"></a><var>21.17</var>In addition to any other remedies provided by law, a person injured by a violation <br />
         		<a id="pl.21.18"></a><var>21.18</var>of sections 
         <statute_ref>181.940</statute_ref> 181.172, paragraph (a) or (d), and 181.939 to 
         <statute_ref>181.943</statute_ref> may bring a <br />
         		<a id="pl.21.19"></a><var>21.19</var>civil action to recover any and all damages recoverable at law, together with costs and <br />
         		<a id="pl.21.20"></a><var>21.20</var>disbursements, including reasonable attorney's fees, and may receive injunctive and other <br />
         		<a id="pl.21.21"></a><var>21.21</var>equitable relief as determined by a court.<br />
         		<br />
         		<a id="bill.4.6.0"></a><a id="pl.21.22"></a><var>21.22</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 6. Minnesota Statutes 2012, section 363A.08, subdivision 1, is amended to read:<br />
         		<a id="pl.21.23"></a><var>21.23</var>&nbsp;&nbsp;&nbsp;&nbsp;Subdivision 1. <b>Labor organization.</b> Except when based on a bona fide occupational <br />
         		<a id="pl.21.24"></a><var>21.24</var>qualification, it is an unfair employment practice for a labor organization, because of race, <br />
         		<a id="pl.21.25"></a><var>21.25</var>color, creed, religion, national origin, sex, marital status, status with regard to public <br />
         		<a id="pl.21.26"></a><var>21.26</var>assistance, familial status, disability, sexual orientation, or age:<br />
         		<a id="pl.21.27"></a><var>21.27</var>(1) to deny full and equal membership rights to a person seeking membership or <br />
         		<a id="pl.21.28"></a><var>21.28</var>to a member;<br />
         		<a id="pl.21.29"></a><var>21.29</var>(2) to expel a member from membership;<br />
         		<a id="pl.21.30"></a><var>21.30</var>(3) to discriminate against a person seeking membership or a member with respect <br />
         		<a id="pl.21.31"></a><var>21.31</var>to hiring, apprenticeship, tenure, compensation, terms, upgrading, conditions, facilities, <br />
         		<a id="pl.21.32"></a><var>21.32</var>or privileges of employment; or<br />
         		<a id="pl.22.1"></a><var>22.1</var>(4) to fail to classify properly, or refer for employment or otherwise to discriminate <br />
         		<a id="pl.22.2"></a><var>22.2</var>against a person or member.<br />
         		<a id="pl.22.3"></a><var>22.3</var><b>EFFECTIVE DATE.</b>This section is effective the day following final enactment.<br />
         		<br />
         		<a id="bill.4.7.0"></a><a id="pl.22.4"></a><var>22.4</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 7. Minnesota Statutes 2012, section 363A.08, subdivision 2, is amended to read:<br />
         		<a id="pl.22.5"></a><var>22.5</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 2. <b>Employer.</b> Except when based on a bona fide occupational qualification, it <br />
         		<a id="pl.22.6"></a><var>22.6</var>is an unfair employment practice for an employer, because of race, color, creed, religion, <br />
         		<a id="pl.22.7"></a><var>22.7</var>national origin, sex, marital status, status with regard to public assistance, familial status,<br />
         		<a id="pl.22.8"></a><var>22.8</var> membership or activity in a local commission, disability, sexual orientation, or age to:<br />
         		<a id="pl.22.9"></a><var>22.9</var>(1) refuse to hire or to maintain a system of employment which unreasonably <br />
         		<a id="pl.22.10"></a><var>22.10</var>excludes a person seeking employment; or<br />
         		<a id="pl.22.11"></a><var>22.11</var>(2) discharge an employee; or<br />
         		<a id="pl.22.12"></a><var>22.12</var>(3) discriminate against a person with respect to hiring, tenure, compensation, terms, <br />
         		<a id="pl.22.13"></a><var>22.13</var>upgrading, conditions, facilities, or privileges of employment.<br />
         		<a id="pl.22.14"></a><var>22.14</var><b>EFFECTIVE DATE.</b>This section is effective the day following final enactment.<br />
         		<br />
         		<a id="bill.4.8.0"></a><a id="pl.22.15"></a><var>22.15</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 8. Minnesota Statutes 2012, section 363A.08, subdivision 3, is amended to read:<br />
         		<a id="pl.22.16"></a><var>22.16</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 3. <b>Employment agency.</b> Except when based on a bona fide occupational <br />
         		<a id="pl.22.17"></a><var>22.17</var>qualification, it is an unfair employment practice for an employment agency, because of <br />
         		<a id="pl.22.18"></a><var>22.18</var>race, color, creed, religion, national origin, sex, marital status, status with regard to public <br />
         		<a id="pl.22.19"></a><var>22.19</var>assistance, familial status, disability, sexual orientation, or age to:<br />
         		<a id="pl.22.20"></a><var>22.20</var>(1) refuse or fail to accept, register, classify properly, or refer for employment or <br />
         		<a id="pl.22.21"></a><var>22.21</var>otherwise to discriminate against a person; or<br />
         		<a id="pl.22.22"></a><var>22.22</var>(2) comply with a request from an employer for referral of applicants for <br />
         		<a id="pl.22.23"></a><var>22.23</var>employment if the request indicates directly or indirectly that the employer fails to comply <br />
         		<a id="pl.22.24"></a><var>22.24</var>with the provisions of this chapter.<br />
         		<a id="pl.22.25"></a><var>22.25</var><b>EFFECTIVE DATE.</b>This section is effective the day following final enactment.<br />
         		<br />
         		<a id="bill.4.9.0"></a><a id="pl.22.26"></a><var>22.26</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 9. Minnesota Statutes 2012, section 363A.08, subdivision 4, is amended to read:<br />
         		<a id="pl.22.27"></a><var>22.27</var>&nbsp;&nbsp;&nbsp;&nbsp;Subd. 4. <b>Employer, employment agency, or labor organization.</b> (a) Except when <br />
         		<a id="pl.22.28"></a><var>22.28</var>based on a bona fide occupational qualification, it is an unfair employment practice for an <br />
         		<a id="pl.22.29"></a><var>22.29</var>employer, employment agency, or labor organization, before a person is employed by an <br />
         		<a id="pl.22.30"></a><var>22.30</var>employer or admitted to membership in a labor organization, to:<br />
         		<a id="pl.22.31"></a><var>22.31</var>(1) require or request the person to furnish information that pertains to race, color, <br />
         		<a id="pl.22.32"></a><var>22.32</var>creed, religion, national origin, sex, marital status, status with regard to public assistance,<br />
         		<a id="pl.23.1"></a><var>23.1</var> familial status, disability, sexual orientation, or age; or, subject to section 
         <statute_ref>363A.20</statute_ref>, <br />
         		<a id="pl.23.2"></a><var>23.2</var>to require or request a person to undergo physical examination; unless for the sole and <br />
         		<a id="pl.23.3"></a><var>23.3</var>exclusive purpose of national security, information pertaining to national origin is required <br />
         		<a id="pl.23.4"></a><var>23.4</var>by the United States, this state or a political subdivision or agency of the United States or <br />
         		<a id="pl.23.5"></a><var>23.5</var>this state, or for the sole and exclusive purpose of compliance with the Public Contracts Act <br />
         		<a id="pl.23.6"></a><var>23.6</var>or any rule, regulation, or laws of the United States or of this state requiring the information <br />
         		<a id="pl.23.7"></a><var>23.7</var>or examination. A law enforcement agency may, after notifying an applicant for a peace <br />
         		<a id="pl.23.8"></a><var>23.8</var>officer or part-time peace officer position that the law enforcement agency is commencing <br />
         		<a id="pl.23.9"></a><var>23.9</var>the background investigation on the applicant, request the applicant's date of birth, gender, <br />
         		<a id="pl.23.10"></a><var>23.10</var>and race on a separate form for the sole and exclusive purpose of conducting a criminal <br />
         		<a id="pl.23.11"></a><var>23.11</var>history check, a driver's license check, and fingerprint criminal history inquiry. The form <br />
         		<a id="pl.23.12"></a><var>23.12</var>shall include a statement indicating why the data is being collected and what its limited use <br />
         		<a id="pl.23.13"></a><var>23.13</var>will be. No document which has date of birth, gender, or race information will be included <br />
         		<a id="pl.23.14"></a><var>23.14</var>in the information given to or available to any person who is involved in selecting the <br />
         		<a id="pl.23.15"></a><var>23.15</var>person or persons employed other than the background investigator. No person may act <br />
         		<a id="pl.23.16"></a><var>23.16</var>both as background investigator and be involved in the selection of an employee except <br />
         		<a id="pl.23.17"></a><var>23.17</var>that the background investigator's report about background may be used in that selection as <br />
         		<a id="pl.23.18"></a><var>23.18</var>long as no direct or indirect references are made to the applicant's race, age, or gender; or<br />
         		<a id="pl.23.19"></a><var>23.19</var>(2) seek and obtain for purposes of making a job decision, information from any <br />
         		<a id="pl.23.20"></a><var>23.20</var>source that pertains to the person's race, color, creed, religion, national origin, sex, marital <br />
         		<a id="pl.23.21"></a><var>23.21</var>status, status with regard to public assistance, familial status, disability, sexual orientation, <br />
         		<a id="pl.23.22"></a><var>23.22</var>or age, unless for the sole and exclusive purpose of compliance with the Public Contracts <br />
         		<a id="pl.23.23"></a><var>23.23</var>Act or any rule, regulation, or laws of the United States or of this state requiring the <br />
         		<a id="pl.23.24"></a><var>23.24</var>information; or<br />
         		<a id="pl.23.25"></a><var>23.25</var>(3) cause to be printed or published a notice or advertisement that relates to <br />
         		<a id="pl.23.26"></a><var>23.26</var>employment or membership and discloses a preference, limitation, specification, or <br />
         		<a id="pl.23.27"></a><var>23.27</var>discrimination based on race, color, creed, religion, national origin, sex, marital status, <br />
         		<a id="pl.23.28"></a><var>23.28</var>status with regard to public assistance, familial status, disability, sexual orientation, or age.<br />
         		<a id="pl.23.29"></a><var>23.29</var>(b) Any individual who is required to provide information that is prohibited by this <br />
         		<a id="pl.23.30"></a><var>23.30</var>subdivision is an aggrieved party under sections 
         <statute_ref>363A.06, subdivision 4</statute_ref>, and 
         <statute_ref>363A.28</statute_ref>, <br />
         		<a id="pl.23.31"></a><var>23.31</var>subdivisions 1 to 9.<br />
         		<a id="pl.23.32"></a><var>23.32</var><b>EFFECTIVE DATE.</b>This section is effective the day following final enactment.<br />
         		<br />
         		<a id="bill.4.10.0"></a><a id="pl.23.33"></a><var>23.33</var>&nbsp;&nbsp;&nbsp;&nbsp;Sec. 10. <b>ENFORCEMENT APPROPRIATION.</b><br />
         		<a id="pl.24.1"></a><var>24.1</var>$100,000 in fiscal year 2015 is appropriated from the general fund to the <br />
         		<a id="pl.24.2"></a><var>24.2</var>commissioner of labor and industry for additional compliance and enforcement activities <br />
         		<a id="pl.24.3"></a><var>24.3</var>by the labor standards unit related to this act."<br />
         		<a id="pl.24.4"></a><var>24.4</var>Delete the title and insert:<br />
         		
         <div class="xtend_ce"><a id="pl.24.5"></a><var>24.5</var>"A bill for an act<br />
            		
         </div><a id="pl.24.6"></a><var>24.6</var>relating to state government; providing for the Women's Economic Security Act; <br />
         		<a id="pl.24.7"></a><var>24.7</var>requiring equal pay certificates of compliance; modifying workforce development <br />
         		<a id="pl.24.8"></a><var>24.8</var>provisions; creating women and high-wage, high-demand, nontraditional jobs <br />
         		<a id="pl.24.9"></a><var>24.9</var>grant program; modifying eligibility for unemployment insurance benefits; <br />
         		<a id="pl.24.10"></a><var>24.10</var>offering women entrepreneurs business development grants; requiring a report on <br />
         		<a id="pl.24.11"></a><var>24.11</var>a potential state-administered retirement savings plan; modifying parenting leave, <br />
         		<a id="pl.24.12"></a><var>24.12</var>sick leave, and pregnancy accommodations; providing employment protections; <br />
         		<a id="pl.24.13"></a><var>24.13</var>providing wage disclosure protection; appropriating money;amending Minnesota <br />
         		<a id="pl.24.14"></a><var>24.14</var>Statutes 2012, sections 13.552, by adding a subdivision; 181.939; 181.940, <br />
         		<a id="pl.24.15"></a><var>24.15</var>subdivision 2; 181.941; 181.943; 181.9435, subdivision 1; 181.944; 268.095, <br />
         		<a id="pl.24.16"></a><var>24.16</var>subdivisions 1, 6; 363A.08, subdivisions 1, 2, 3, 4; Minnesota Statutes 2013 <br />
         		<a id="pl.24.17"></a><var>24.17</var>Supplement, sections 116L.665, subdivision 2; 177.27, subdivision 4; 181.9413; <br />
         		<a id="pl.24.18"></a><var>24.18</var>proposing coding for new law in Minnesota Statutes, chapters 116L; 181; 363A."<br />
         		
         <table>
            <col width="50px"></col>
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            <tr>
               <td></td>
               <td colspan="3">We request the adoption of this report and repassage of the bill.</td>
            </tr>
            <tr>
               <td></td>
               <td>House Conferees:<span width="2em"></span></td>
               <td></td>
               <td></td>
            </tr>
            <tr>
               <td></td>
               <td><span>
                     							.....
                     						</span></td>
               <td></td>
               <td><span>
                     							.....
                     						</span></td>
            </tr>
            <tr>
               <td></td>
               <td>Carly Melin</td>
               <td></td>
               <td>Rena Moran</td>
            </tr>
            <tr>
               <td></td>
               <td><span>
                     							.....
                     						</span></td>
               <td></td>
               <td></td>
            </tr>
            <tr>
               <td></td>
               <td>Ron Kresha</td>
               <td></td>
               <td></td>
            </tr>
            <tr>
               <td></td>
               <td>Senate Conferees:<span width="2em"></span></td>
               <td></td>
               <td></td>
            </tr>
            <tr>
               <td></td>
               <td><span>
                     							.....
                     						</span></td>
               <td></td>
               <td><span>
                     							.....
                     						</span></td>
            </tr>
            <tr>
               <td></td>
               <td>Sandra L. Pappas</td>
               <td></td>
               <td>Katie Sieben</td>
            </tr>
            <tr>
               <td></td>
               <td><span>
                     							.....
                     						</span></td>
               <td></td>
               <td></td>
            </tr>
            <tr>
               <td></td>
               <td>Julie A. Rosen</td>
               <td></td>
               <td></td>
            </tr>
         </table>
      </div>