Employee Handbook - Minnesota

EMPLOYEE HANDBOOK

State of Minnesota

[COMPANY LEGAL NAME]

Effective Date: [MM/DD/YYYY]

TABLE OF CONTENTS

1. Handbook Status and Administration
2. Equal Employment and Accommodation
3. Wage, Hour, Payday, Break, and PTO Policies
4. Earned Sick and Safe Time and Other Protected Leave
5. Safety, Workers' Compensation, and Substance Policies
6. Technology, Privacy, Confidentiality, and Protected Activity
7. Attendance and Corrective Action
8. Separation of Employment
9. Administration and Acknowledgment

1. HANDBOOK STATUS AND ADMINISTRATION

1.1 Purpose and Scope

This Handbook states the general policies of [Company Legal Name] (the “Company”) for employees working in Minnesota. It must be completed for the Company's workforce, locations, industry, benefits, and any collective bargaining agreement before distribution.

1.2 Not a Contract; Employment Relationship

This Handbook is not an employment contract, a promise of employment for a fixed term, or a guarantee that any particular corrective-action step will be used. The Company's employment relationship is [AT-WILL / GOVERNED BY SIGNED AGREEMENT / GOVERNED BY CBA]. Only [AUTHORIZED TITLE] may sign an agreement changing that relationship.

1.3 Reporting Channels and Anti-Retaliation

An employee may report a concern orally or in writing to [SUPERVISOR], [HR CONTACT], or [ALTERNATE/ETHICS CONTACT], and may bypass anyone involved in the concern. The Company will respond promptly and impartially and prohibits retaliation for good-faith reports, accommodation requests, wage complaints, protected leave, jury service, safety reports, workers' compensation activity, participation in an investigation, military service, or other legally protected conduct.

1.4 Definitions, Coverage, and Local-Law Review

“Employee” means an individual employed by the Company, whether full-time, part-time, temporary, or seasonal. A statute or benefit plan may use a different eligibility definition.

“Workweek” means the fixed seven-day period beginning at [DAY/TIME] and ending at [DAY/TIME] for payroll and overtime purposes.

Complete before issue:

• Employee works or is anticipated in good faith to work at least 80 hours in a year in Minnesota for ESST review: ☐ Yes ☐ No
• Fifteen or more employees for federal civil-rights, federal pregnancy-accommodation, and Minnesota disability-accommodation review: ☐ Yes ☐ No
• Fifty or more employees for private-employer FMLA review: ☐ Yes ☐ No
• Minnesota Paid Leave state plan or approved private plan selected: [STATE / PRIVATE FAMILY / PRIVATE MEDICAL / PRIVATE BOTH]
• Employees under age eighteen: ☐ Yes ☐ No
• Drug, alcohol, or cannabis testing conducted: ☐ Yes ☐ No
• Workers' compensation coverage secured or lawful exemption confirmed: ☐ Yes ☐ No
• Collective bargaining agreement applies: ☐ Yes ☐ No

Human Resources must separately review every local ordinance applicable to an employee's work location. Minneapolis and St. Paul may require higher minimum wages or more protective sick-time terms. This state template does not substitute for a local overlay.

2. EQUAL EMPLOYMENT AND ACCOMMODATION

2.1 Equal Employment Opportunity

The Company prohibits discrimination, harassment, and retaliation based on race, color, creed, religion, national origin, sex, gender identity, marital status, status with regard to public assistance, familial status, membership or activity in a local human rights commission, disability, sexual orientation, age, or any other status protected by Company policy or applicable law.

2.2 Complaint Procedure

Employees should report discrimination, harassment, retaliation, or an accommodation need to [HR CONTACT] or [ALTERNATE CONTACT]. Reports will be addressed promptly and as confidentially as reasonably possible. Employees may contact a government agency or pursue another protected remedy without first exhausting this internal process.

2.3 Disability, Religion, and Other Accommodation

The Company will engage in an appropriate interactive process and provide reasonable accommodation when required for disability, religion, pregnancy, childbirth, or a related health condition. Minnesota's disability-accommodation provisions generally apply to employers with fifteen or more employees; other state, federal, or local duties may apply on different terms.

2.4 Pregnancy and Childbirth Accommodation Notice

For an employee with a health condition related to pregnancy or childbirth, the Company will engage in an interactive process and provide a reasonable accommodation unless the Company establishes undue hardship. Reasonable accommodations may include temporary transfer, leave, schedule or assignment modification, seating, longer or more frequent breaks, and lifting limits.

The Company will not require health-care-provider or certified-doula advice, and will not claim undue hardship, for more frequent or longer restroom, food, and water breaks; seating; or limits on lifting more than twenty pounds. The Company will not require an employee to take leave or accept an accommodation.

The Company prohibits interference, retaliation, and discrimination for asserting these rights. A person injured by a violation may pursue the civil remedies provided by Minn. Stat. § 181.944.

2.5 Lactation Break and Space Notice

The Company will provide reasonable paid break time each day to an employee who needs to express milk. The Company will make reasonable efforts to provide a clean, private, and secure location near the work area, other than a bathroom or toilet stall, that is shielded from view, free from intrusion, and has access to an electrical outlet.

The Company prohibits interference, retaliation, and discrimination for asserting these rights. Employees may contact the Minnesota Department of Labor and Industry or pursue the remedies available under Minnesota law.

3. WAGE, HOUR, PAYDAY, BREAK, AND PTO POLICIES

3.1 Classification and Minimum Wage

Human Resources will classify workers based on actual duties and the working relationship, not labels alone. Salaried status by itself does not establish an overtime exemption.

Minnesota's statewide minimum wage is $11.41 per hour beginning January 1, 2026. A qualifying employee under age twenty may receive the $9.31 training wage only during the first ninety consecutive days of employment. Minnesota does not permit a tip credit. The Company will pay the highest applicable state, federal, local, contractual, industry, or Company rate.

3.2 Overtime

A covered non-exempt employee will receive one and one-half times the regular rate for hours worked over forty in a Workweek when the federal FLSA applies. For an employee covered only by Minnesota overtime law, the state threshold is forty-eight hours in a Workweek. Payroll will apply the rule providing the required overtime protection.

Overtime should be approved in advance, but lack of approval does not permit unpaid work. Paid leave and holidays generally are not hours worked for overtime calculations unless a governing policy, agreement, or law provides otherwise.

3.3 Timekeeping and Off-the-Clock Work

Non-exempt employees must accurately record all time worked, including authorized or unauthorized work before or after a shift, remote work, compensable travel, training, interrupted meals, waiting time, and work communications. Working off the clock is prohibited, but all time actually worked must be recorded and paid. Employees must promptly report a missed punch or unrecorded work to [PAYROLL CONTACT].

3.4 Rest and Meal Breaks

The Company will generally provide:

• A paid rest break of at least fifteen minutes, or enough time to use the nearest convenient restroom if longer, within each four consecutive hours of work.
• A meal break of at least thirty minutes when an employee works six or more consecutive hours.

A meal break may be unpaid only when permitted by applicable law. Employees must report any missed, shortened, or interrupted break to [CONTACT/METHOD]. A collective bargaining agreement may establish different break terms where Minnesota law permits.

3.5 Pay Schedule, Wage Notice, Statements, and Deductions

The pay schedule is [WEEKLY / BIWEEKLY / SEMIMONTHLY / MONTHLY], and payday is [____]. Wages will be paid at least once every thirty-one days and commissions at least once every three months, subject to lawful exceptions.

At the start of employment, the Company will provide the written wage notice required by Minn. Stat. § 181.032 in English and, when requested as provided by law, in the employee's requested language. The Company will obtain acknowledgment and provide written notice of covered changes before they take effect.

Each pay period, the Company will provide a retainable earnings statement containing the information required by Minn. Stat. § 181.032, including rates and basis of pay, non-exempt hours, gross pay, deductions, net pay, pay-period end date, employer identity and contact information, and Minnesota Paid Leave premium information when applicable.

The Company will make only deductions required or permitted by law or valid authorization. It will not deduct for lost or stolen property, damage, or another claimed employee debt unless the post-loss written authorization or court-liability requirements of Minn. Stat. § 181.79 are satisfied.

3.6 Vacation and General PTO

The Company's written vacation or general PTO policy is:

• Accrual method: [____]
• Carryover, cap, or forfeiture rule: [____]
• Permitted uses: [____]
• Separation payout rule: [PAID / NOT PAID / CONDITIONS]
• Scheduling and approval rules: [____]

Human Resources must coordinate this policy with ESST, Minnesota Paid Leave, FMLA, parenting leave, local ordinances, benefit plans, and any collective bargaining agreement. A general PTO policy used to satisfy ESST must meet all applicable ESST minimum standards.

4. EARNED SICK AND SAFE TIME AND OTHER PROTECTED LEAVE

4.1 Minnesota Earned Sick and Safe Time Notice

The Minnesota ESST law generally covers an employee whom the employer in good faith anticipates will work at least eighty hours in a year in Minnesota, or who actually reaches that threshold, subject to statutory exclusions. Part-time, temporary, and seasonal employees may be covered. Independent contractors are not employees for this purpose.

The Company's consecutive twelve-month accrual year is [DATES]. If the Company does not designate and clearly communicate an accrual year, the calendar year applies.

The Company uses [ACCRUAL / 48-HOUR FRONTLOAD WITH YEAR-END PAYOUT / 80-HOUR FRONTLOAD WITHOUT YEAR-END PAYOUT]:

• Under accrual, a covered employee earns at least one hour of ESST for every thirty hours worked, up to forty-eight hours in an accrual year. Unused time carries over, subject to an eighty-hour balance cap.
• Under the forty-eight-hour frontload method, forty-eight hours are immediately available and accrued unused time is paid at year-end as required by Minn. Stat. § 181.9446.
• Under the eighty-hour frontload method, eighty hours are immediately available and statutory year-end payout is not required.

Accrual begins when employment begins, and accrued time is available as it is credited. Exempt employees are generally credited with forty hours per week unless their normal workweek is shorter. Payroll will report current ESST available and ESST used at the end of each pay period.

ESST may be used for the employee's or a family member's health needs; preventive care; specified domestic-abuse, sexual-assault, or stalking needs; specified workplace, school, or care-facility closures; specified communicable-disease circumstances; and funeral, memorial, financial, or legal matters following a family member's death.

Foreseeable use may require no more than seven days' advance notice. Unforeseeable use follows this reasonable procedure: [CONTACT / METHOD / TIMING]. The Company will not deny ESST based on a notice procedure unless the written procedure was provided to the employee.

ESST may be used in the same increment used to pay employees, but the Company will not require use in an increment greater than four hours or provide leave in an increment smaller than fifteen minutes. Documentation ordinarily may be required only after more than two consecutive scheduled workdays. Any documentation or suspected-misuse review will follow Minn. Stat. § 181.9447 and the ESST administrative rules effective July 6, 2026.

An employee does not have to find a replacement worker. Protected ESST will not be counted under an attendance-point policy, and retaliation is prohibited. Medical, domestic-abuse, sexual-assault, stalking, and leave information will be kept confidential as required by law.

The Company will provide the statutory notice in English and the employee's identified primary language, include this notice in the Handbook, and retain required records for at least three years. An employee denied ESST or subjected to retaliation may file a complaint with the Minnesota Department of Labor and Industry or bring a civil action.

Unused ESST is not paid at separation unless the Company's policy provides otherwise. Any required year-end payout under the forty-eight-hour frontload method is administered separately. Qualifying unused ESST will be reinstated after rehire by the same employer within 180 days if it was not used or otherwise disbursed for the employee's benefit.

4.2 Minnesota Paid Leave

Minnesota Paid Leave began January 1, 2026. The Company participates through [STATE PLAN / APPROVED PRIVATE PLAN]. Eligible workers apply for benefits through [MINNESOTA DEED / PRIVATE-PLAN ADMINISTRATOR], which determines benefit eligibility.

An eligible applicant may receive up to twelve weeks of medical benefits and up to twelve weeks of family benefits for bonding, family care, safety leave, or qualifying exigency, subject to a combined maximum of twenty weeks in a benefit year. Benefit amounts and intermittent-leave administration are determined under Chapter 268B and current program rules.

The Company will provide the required workplace posting and individual notice, including premium and claim information, in the required languages. Payroll will apply the current lawful premium allocation and identify employee and employer Paid Leave amounts on earnings statements.

The Company prohibits interference and retaliation. During qualifying leave, group health coverage will be maintained as required, with the employee continuing any employee share. After ninety calendar days from hire, an employee has the Chapter 268B reinstatement rights that apply to approved or good-faith qualifying leave. Chapter 268B provides a nonwaivable jury-trial right for claims under its employment-protection section.

4.3 Minnesota Pregnancy and Parenting Leave

The Company will provide up to twelve weeks of unpaid leave to an employee who is a biological or adoptive parent in connection with birth or adoption, or to an employee for prenatal care or incapacity due to pregnancy, childbirth, or a related health condition. Minnesota law no longer imposes the former twelve-month-service or twenty-hours-per-week eligibility test.

Leave begins at the time requested by the employee, subject to reasonable notice policies, and birth or adoption leave generally begins within twelve months after birth or adoption. Prenatal-care appointment leave does not reduce the twelve-week entitlement. Group health coverage, reinstatement, pay adjustments, and accrued preleave benefits will be handled under Minn. Stat. §§ 181.941 and 181.942.

Minnesota parenting leave may run concurrently with qualifying FMLA or employer-provided leave when Minn. Stat. § 181.943 permits. Human Resources will provide designation and coordination notices rather than applying an automatic exhaustion rule.

4.4 Federal Family and Medical Leave

The FMLA generally applies to private employers with fifty or more employees in at least twenty workweeks in the current or preceding calendar year and to covered public and educational employers. An employee generally must have twelve months of service, 1,250 hours worked in the prior twelve months, and fifty employees within seventy-five miles of the worksite.

Eligible employees may receive up to twelve workweeks of unpaid, job-protected leave for qualifying family, medical, and military-exigency reasons and up to twenty-six workweeks in a single twelve-month period for qualifying military-caregiver leave. Health-benefit maintenance and restoration rights apply subject to the statute. A separate FMLA policy and required notices control administration.

4.5 School Conference and Activities Leave

The Company will provide up to sixteen hours of leave during any twelve-month period to attend a child's school conference, school-related activity, qualifying child-care conference or activity, or qualifying observation that cannot be scheduled during nonwork hours. The employee must provide reasonable prior notice when foreseeable and make a reasonable effort to avoid undue disruption. The leave may be unpaid, but an employee may substitute accrued vacation or other appropriate paid leave.

4.6 Bone Marrow Donation Leave

An employer with twenty or more employees at at least one site must provide up to forty work hours of paid leave to a covered employee who averages at least twenty hours per week and seeks to undergo a medical procedure to donate bone marrow. The Company may request physician verification of the purpose and length of leave. Minnesota's statute does not extend this specific paid-leave mandate to organ donation.

4.7 Voting, Jury, Crime-Related Court, and Military Leave

The Company will provide:

• Paid time necessary for an eligible employee to travel to the polling place, vote, and return to work during the voting periods and elections covered by Minn. Stat. § 204C.04, without penalty or wage deduction.
• Release from the regular schedule for prospective or actual jury service, without requiring an alternative shift on the reporting day unless the employee voluntarily requests it.
• Reasonable time off for a subpoenaed or prosecutor-requested victim or witness, and for a violent-crime victim or qualifying spouse or immediate family member to attend covered criminal proceedings. Employees should provide forty-eight hours' advance notice when practicable; related information will be kept confidential.
• Nondiscrimination, leave, benefit, and reemployment rights required by USERRA and applicable Minnesota military law. Employees should provide advance notice when practicable and contact [HR CONTACT] regarding benefits and return-to-work procedures.

4.8 Company Leave and Coordination

Leaves will run concurrently only when permitted and properly designated. Human Resources will separately review ESST, Minnesota Paid Leave, FMLA, parenting leave, disability and pregnancy accommodation, workers' compensation, benefit plans, local ordinances, and any collective bargaining agreement.

5. SAFETY, WORKERS' COMPENSATION, AND SUBSTANCE POLICIES

5.1 Workplace Safety and Injury Reporting

Employees must follow safety rules, use required protective equipment, and promptly report hazards, injuries, and illnesses to [CONTACT]. The Company will furnish a workplace free from recognized hazards likely to cause death or serious harm and comply with applicable Minnesota OSHA standards. The Company prohibits retaliation for a good-faith safety or injury report.

5.2 Workers' Compensation

The Company will secure Minnesota workers' compensation insurance or maintain a lawful exemption or self-insurance arrangement. Employees should report a work-related injury or illness promptly to [CONTACT] so the Company can arrange appropriate response and meet carrier and agency duties.

5.3 Drug, Alcohol, Cannabis, Violence, and Weapons

Reporting to work impaired in a manner that prevents safe performance is prohibited. Threats, intimidation, and violence are prohibited.

This Handbook alone does not authorize drug, alcohol, or cannabis testing and does not establish cannabis-specific work rules. Any testing program or cannabis work rule must be placed in a separate written policy that satisfies Minn. Stat. §§ 181.950 to 181.954, including notice, testing grounds, and procedural safeguards. The weapons policy is [INSERT SEPARATELY REVIEWED POLICY].

6. TECHNOLOGY, PRIVACY, CONFIDENTIALITY, AND PROTECTED ACTIVITY

6.1 Company Systems and Monitoring

Company systems, accounts, networks, and devices are provided primarily for business use. Limited personal use is [PERMITTED / PROHIBITED]. Any access or monitoring will be disclosed and conducted only as permitted by law. Employees must protect credentials, report security incidents, follow retention rules, and avoid unlawful, harassing, or unsafe use.

6.2 Confidentiality and Lawful Disclosures

Employees must protect legitimate confidential and trade-secret information learned through work. This policy does not prohibit an employee from reporting suspected unlawful conduct to a government agency or attorney, cooperating in an investigation, discussing wages or working conditions where protected, or engaging in other legally protected activity.

6.3 Separate Agreements

Minn. Stat. § 181.988 generally makes employment noncompetition covenants entered into on or after July 1, 2023 void, subject to narrow business-sale and dissolution exceptions. Nondisclosure and nonsolicitation agreements are not defined as noncompetition covenants by that statute but require separate drafting and enforceability review.

Any arbitration, confidentiality, invention-assignment, nonsolicitation, commission, bonus, testing, surveillance, or employment agreement must be separately drafted and reviewed. This Handbook itself does not impose those terms.

7. ATTENDANCE AND CORRECTIVE ACTION

7.1 Expected Conduct

Employees must perform assigned duties safely and honestly; comply with lawful policies; accurately record time and business records; protect Company, customer, and coworker property; avoid unlawful harassment, threats, or violence; and disclose actual conflicts of interest to [HR/COMPLIANCE].

7.2 Attendance and Call-In

Employees unable to report as scheduled must notify [CONTACT] by [METHOD] at least [____] before the shift when practicable. This policy will be administered consistently with ESST, Minnesota Paid Leave, FMLA, parenting leave, accommodation, voting, jury and victim-court protections, military service, workers' compensation, and other protected absences.

7.3 Corrective Action

The Company may use coaching, verbal warning, written warning, final warning, suspension, or termination. It may select or skip steps based on the circumstances. This policy does not create a contract or authorize action for a protected reason.

8. SEPARATION OF EMPLOYMENT

8.1 Notice and Return of Property

Employees are requested, but not required by this Handbook, to provide [____] days' resignation notice. At separation, employees must return Company property and records. The Company will not deduct or set off disputed damage, shortages, or other alleged debts from earned wages unless Minn. Stat. § 181.79 and other applicable law permit the deduction.

8.2 Final Pay and Benefits

A discharged employee's earned and unpaid wages are due upon written demand; failure to pay within twenty-four hours after demand may trigger Minn. Stat. § 181.13 penalties. An employee who quits generally must be paid by the first regular payday after separation; if that payday is fewer than five calendar days away, payment may be made on the second regular payday but no later than twenty calendar days after separation, subject to statutory exceptions.

Vacation, PTO, commissions, bonuses, expenses, severance, and other benefits will be handled under the governing written policy, plan, agreement, and applicable law. Unused ESST will be handled under Section 4.1.

9. ADMINISTRATION AND ACKNOWLEDGMENT

9.1 Policy Administration

The Company may prospectively revise policies in writing, subject to applicable law, earned wages and leave, contracts, and collective bargaining agreements. If a policy conflicts with controlling law, the law controls and the policy will be administered as closely as possible to its lawful purpose.

9.2 No Mandatory Internal Exhaustion

Employees are encouraged to use internal reporting channels, but nothing in this Handbook requires an employee to waive or delay a right to contact a government agency, file a charge, report a crime, seek emergency assistance, consult counsel, discuss wages or working conditions where protected, or pursue another protected remedy.

9.3 No Risk-Shifting Terms

This Handbook does not impose arbitration, a jury waiver, employee indemnity, a damages cap, attorney-fee shifting, an exclusive court forum, a pre-claim notice-and-cure period, a final-wage setoff, or a force-majeure excuse from wage, leave, safety, insurance, or accommodation obligations.

ACKNOWLEDGMENT OF RECEIPT

I, [EMPLOYEE NAME], acknowledge that I received the [Company Legal Name] Employee Handbook effective [MM/DD/YYYY] and understand that I am expected to follow its lawful policies. I understand that this acknowledgment and the Handbook are not employment contracts and do not promise employment for a fixed term.

Sources and References

• Minnesota Revisor — Minimum wage, Minn. Stat. § 177.24
• Minnesota DLI — 2026 minimum wage
• Minnesota Revisor — Overtime, Minn. Stat. § 177.25
• Minnesota Revisor — Rest breaks, Minn. Stat. § 177.253
• Minnesota Revisor — Meal breaks, Minn. Stat. § 177.254
• Minnesota DLI — 2026 meal and rest break changes
• Minnesota Revisor — Wage notices and earnings statements, Minn. Stat. § 181.032
• Minnesota Revisor — Pay frequency, Minn. Stat. § 181.101
• Minnesota Revisor — Discharge final pay, Minn. Stat. § 181.13
• Minnesota Revisor — Quit final pay, Minn. Stat. § 181.14
• Minnesota Revisor — Wage deductions, Minn. Stat. § 181.79
• Minnesota Revisor — Pregnancy and lactation accommodations, Minn. Stat. § 181.939
• Minnesota Revisor — Parenting-leave definitions and coverage, Minn. Stat. § 181.940
• Minnesota Revisor — Pregnancy and parenting leave, Minn. Stat. § 181.941
• Minnesota Revisor — Leave reinstatement, Minn. Stat. § 181.942
• Minnesota Revisor — Coordination of parenting leave, Minn. Stat. § 181.943
• Minnesota Revisor — Individual leave remedies, Minn. Stat. § 181.944
• Minnesota Revisor — School conference and activities leave, Minn. Stat. § 181.9412
• Minnesota Revisor — Bone marrow donation leave, Minn. Stat. § 181.945
• Minnesota Revisor — Earned sick and safe time, Minn. Stat. §§ 181.9445 to 181.9448
• Minnesota Revisor — ESST accrual and frontloading, Minn. Stat. § 181.9446
• Minnesota Revisor — ESST uses and protections, Minn. Stat. § 181.9447
• Minnesota Revisor — ESST coordination, separation, and succession, Minn. Stat. § 181.9448
• Minnesota DLI — ESST overview and required handbook notice
• Minnesota DLI — ESST administrative rules effective July 6, 2026
• Minnesota Revisor — Paid Leave benefits and duration, Minn. Stat. § 268B.04
• Minnesota Revisor — Paid Leave employment protections, Minn. Stat. § 268B.09
• Minnesota Revisor — Paid Leave premiums, Minn. Stat. § 268B.14
• Minnesota Revisor — Paid Leave notices, Minn. Stat. § 268B.26
• Minnesota DEED — Paid Leave employer preparation
• Minnesota Revisor — Employment discrimination, Minn. Stat. § 363A.08
• U.S. EEOC — Pregnant Workers Fairness Act coverage
• Minnesota Revisor — Workplace testing limits, Minn. Stat. §§ 181.950 to 181.954
• Minnesota Revisor — Authorized workplace testing, Minn. Stat. § 181.951
• Minnesota Revisor — Testing-policy contents and notice, Minn. Stat. § 181.952
• Minnesota Revisor — Testing safeguards, Minn. Stat. § 181.953
• Minnesota Revisor — Testing privacy and confidentiality, Minn. Stat. § 181.954
• Minnesota Revisor — Employment noncompetition covenants, Minn. Stat. § 181.988
• Minnesota Revisor — 2023 session law effective date for Minn. Stat. § 181.988
• Minnesota Revisor — Minnesota OSHA employer duties, Minn. Stat. § 182.653
• Minnesota Revisor — Workers' compensation insurance, Minn. Stat. § 176.181
• Minnesota DLI — Workers' compensation mandatory coverage
• Minnesota Revisor — Voting leave, Minn. Stat. § 204C.04
• Minnesota Revisor — Juror employment protection, Minn. Stat. § 593.50
• Minnesota Revisor — Crime-victim and witness leave, Minn. Stat. § 611A.036
• U.S. Department of Labor — Family and Medical Leave Act
• U.S. Department of Labor — FLSA overtime
• U.S. Department of Labor — USERRA