[COMPANY NAME]

Employee Handbook – Minnesota Edition

(Effective as of [EFFECTIVE DATE])

[// GUIDANCE: Insert corporate letterhead or logo above, if desired.]

TABLE OF CONTENTS

I. Document Header
II. Definitions
III. Operative Provisions
    A. Employment Relationship & Status
    B. Equal Employment Opportunity & Anti-Discrimination
    C. Wage & Hour Compliance
    D. Timekeeping, Pay Practices & Payroll Deductions
    E. Leave Policies (Federal & Minnesota)
    F. Workplace Conduct, Safety & Security
    G. Performance Management & Discipline
IV. Representations & Warranties
V. Covenants & Restrictions
VI. Default & Remedies
VII. Risk Allocation
VIII. Dispute Resolution
IX. General Provisions
X. Execution Block – Employee Acknowledgement

[// GUIDANCE: Add page numbers when finalizing the layout.]

I. DOCUMENT HEADER

1. Purpose and Scope.
   1.1 This Employee Handbook (“Handbook”) sets forth the principal employment policies, procedures, and expectations of [COMPANY NAME], a [state of incorporation] [corporation/LLC] (the “Company”) for its employees working in the State of Minnesota.
   1.2 Except where a collective-bargaining agreement, individual written employment agreement, or applicable law expressly provides otherwise, this Handbook governs all employees, including full-time, part-time, temporary, and seasonal personnel.

2. Consideration. Receipt of and continued employment with the Company constitute sufficient consideration for the mutual promises contained herein.

3. At-Will Disclaimer.
   The employment relationship is at-will and may be terminated by either the employee or the Company at any time, with or without notice, for any lawful reason. Nothing in this Handbook creates an express or implied employment contract, alters the at-will nature of employment, or guarantees any particular term or condition of employment.

4. Reservation of Rights. The Company reserves the right to modify, revoke, suspend, terminate, or change any or all policies in this Handbook at its sole discretion, consistent with applicable law.

5. Governing Law & Jurisdiction. Minnesota law governs all matters arising under this Handbook unless pre-empted by federal law. The exclusive forum for any judicial proceeding shall be the state courts located in [COUNTY], Minnesota, absent the parties’ mutual written agreement to arbitrate as provided in Section VIII.

II. DEFINITIONS

The following capitalized terms have the meanings set forth below. Terms defined in this Section are intended to be applied consistently throughout the Handbook.

“Company Property” – All tangible and intangible property of the Company, including facilities, equipment, documents, data, and intellectual property.

“Confidential Information” – Proprietary or non-public business, technical, financial, or personnel information belonging to or controlled by the Company.

“Discrimination” – Any unlawful employment practice prohibited by federal, state, or local law, including but not limited to Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq.; the Americans with Disabilities Act, 42 U.S.C. § 12101 et seq.; and the Minnesota Human Rights Act, Minn. Stat. ch. 363A.

“Earned Sick and Safe Time” (“ESST”) – Job-protected paid leave mandated by Minnesota law for eligible purposes such as personal or family illness, domestic abuse, sexual assault, or stalking.

“Employee” – Any individual classified by the Company as an employee (exempt or non-exempt) on its payroll records.

“FLSA” – The Fair Labor Standards Act of 1938, 29 U.S.C. § 201 et seq.

“FMLA” – The Family and Medical Leave Act of 1993, 29 U.S.C. § 2601 et seq.

“Injunctive Relief” – Court-ordered action or restraint limited as provided in Section VIII below.

“Protected Characteristic” – Race, color, creed, religion, national origin, sex (including pregnancy, childbirth, and related conditions), marital status, familial status, sexual orientation, gender identity, disability, genetic information, age, veteran status, status with regard to public assistance, or any other characteristic protected by applicable law.

[// GUIDANCE: Add, remove, or edit definitions to match Company-specific policies.]

III. OPERATIVE PROVISIONS

A. Employment Relationship & Status

3.1 Employment Classifications. Employees are classified as full-time, part-time, temporary, seasonal, exempt, or non-exempt under the FLSA and corresponding Minnesota statutes. Human Resources (“HR”) will communicate an employee’s classification in writing at hire and upon any subsequent change.

3.2 Immigration Compliance. The Company complies with the Immigration Reform and Control Act and requires completion of Form I-9 within three (3) business days of hire.

3.3 Introductory Period. Newly hired or rehired employees may be subject to a [NUMBER]-day introductory period during which performance and conduct will be evaluated. Successful completion does not alter the at-will relationship.

[// GUIDANCE: Introductory periods are not mandatory under MN law; include only if used.]

B. Equal Employment Opportunity & Anti-Discrimination

3.4 Policy Statement. The Company is committed to providing equal employment opportunities to all employees and applicants and strictly prohibits Discrimination, harassment, and retaliation based on any Protected Characteristic.

3.5 Reporting Procedure. Incidents of Discrimination or harassment should be reported immediately to [TITLE OR NAME] or HR. Reports may be made verbally or in writing and will be investigated promptly and thoroughly.

3.6 Accommodation. The Company will provide reasonable accommodation to qualified individuals with disabilities, pregnant employees, and employees requiring religious accommodation, consistent with the ADA, MHRA, and other applicable laws.

3.7 Non-Retaliation. Retaliation against any individual who, in good faith, reports or participates in an investigation of Discrimination or harassment is prohibited.

C. Wage & Hour Compliance

3.8 Minimum Wage & Overtime. The Company complies with (i) the Minnesota Fair Labor Standards Act and its minimum wage schedules, and (ii) federal wage standards where applicable. Non-exempt employees will be paid overtime at one and one-half times their regular rate for all hours worked over forty (40) in a workweek.

3.9 Workweek & Workday Definitions. The standard workweek begins [DAY/TIME] and ends [DAY/TIME]. The standard workday is [HOURS] hours, exclusive of unpaid meal periods.

3.10 Timekeeping. Employees must accurately record all hours worked using the Company’s designated timekeeping system. Alteration, falsification, or tampering with time records may result in discipline, up to and including termination.

3.11 Payroll Deductions. The Company will make only lawful deductions from paychecks, including mandatory taxes, court-ordered garnishments, and voluntary deductions authorized in writing by the employee.

3.12 Pay Frequency & Statements. Employees will be paid [WEEKLY/BI-WEEKLY/SEMI-MONTHLY] via [DIRECT DEPOSIT/PAPER CHECK]. Earnings statements will itemize hours worked, gross wages, deductions, and net pay.

[// GUIDANCE: Minnesota requires employees be provided a written notice of employment terms at hire and prior notice of wage reductions (“Wage Theft” notice). Incorporate Company’s process here.]

D. Leave Policies (Federal & Minnesota)

3.13 Family and Medical Leave (FMLA). Eligible employees (12 months’ service and 1,250 hours worked in the preceding 12 months) may take up to 12 weeks of unpaid, job-protected leave for qualifying reasons as defined by the FMLA.

3.14 Minnesota Parenting Leave. Employees who have worked for the Company for at least 12 months with an average of 20 hours per week may take up to 12 weeks of unpaid leave in connection with the birth or adoption of a child.

3.15 Earned Sick and Safe Time (ESST). Employees earn one hour of paid ESST for every 30 hours worked, up to [48] hours per year, and may carry over unused ESST up to [80] hours, consistent with Minnesota law. ESST may be used for the employee’s or a covered family member’s illness, medical appointment, or for reasons related to domestic abuse, sexual assault, or stalking.

3.16 School Conference and Activities Leave. Up to 16 hours of unpaid leave per 12-month period to attend a child’s school conferences or activities, provided reasonable notice is given.

3.17 Military Leave. The Company provides military leave rights consistent with the Uniformed Services Employment and Reemployment Rights Act (“USERRA”) and Minnesota law.

3.18 Bone Marrow/Organ Donation Leave. Employees may take up to 40 hours of paid leave to undergo medical procedures to donate bone marrow or an organ.

3.19 Voting Leave. Employees may take paid time off to vote in any regularly scheduled or special state primary or election without loss of pay.

3.20 Bereavement Leave. [Insert Company policy; no specific MN mandate for paid leave.]

[// GUIDANCE: Verify local ordinances (e.g., Minneapolis, St. Paul) for any additional leave or minimum wage requirements.]

E. Workplace Conduct, Safety & Security

3.21 Code of Conduct. Employees must perform their duties ethically, lawfully, and in the best interests of the Company, avoiding conflicts of interest.

3.22 Drug-Free Workplace. The unlawful manufacture, distribution, dispensation, possession, or use of controlled substances on Company Property or while conducting Company business is prohibited. Employees may be required to undergo drug or alcohol testing in accordance with Minn. Stat. §§ 181.950-181.957.

3.23 Workplace Violence. Acts or threats of violence, including intimidation or harassment, will not be tolerated.

3.24 Occupational Safety. The Company adheres to the Occupational Safety and Health Act (OSHA) and Minnesota OSHA standards. Employees must follow all safety rules and promptly report accidents or unsafe conditions.

3.25 Data Security & Acceptable Use. Employees must use Company information systems solely for authorized business purposes and protect Company data from unauthorized access, disclosure, or loss.

F. Performance Management & Discipline

3.26 Performance Evaluations. Employees will receive periodic performance evaluations to provide feedback, set goals, and discuss development opportunities.

3.27 Progressive Discipline. While the Company reserves discretion to determine the appropriate response to misconduct, typical corrective action steps may include verbal warning, written warning, suspension, and termination.

3.28 Termination of Employment. Employment may end through resignation, discharge, job abandonment, or layoff. Final wages will be paid in accordance with Minn. Stat. § 181.13 or § 181.14, as applicable. Company Property must be returned immediately.

IV. REPRESENTATIONS & WARRANTIES

4.1 Employee Representations. By acknowledging receipt of this Handbook, the employee represents:
a. He or she is legally authorized to work in the United States;
b. He or she has disclosed any non-competition, confidentiality, or non-solicitation obligations from prior employment; and
c. The information provided to the Company during the hiring process is true and complete to the best of the employee’s knowledge.

4.2 Employer Warranty Disclaimer. The Company makes no warranty, express or implied, regarding continued employment, specific terms or conditions of employment, or any benefit plan, all of which are subject to change at the Company’s discretion except as limited by law.

4.3 Survival. The obligations in Sections IV, V, VII, and VIII survive termination of employment to the extent permitted by law.

V. COVENANTS & RESTRICTIONS

5.1 Confidentiality. Employees shall not disclose or use Confidential Information, except as required in the ordinary course of employment, both during and after employment.

5.2 Return of Property. Upon separation from employment or upon request, employees must return all Company Property, including documents and electronic files, and must cooperate in transitioning passwords or access credentials.

5.3 Records Retention. Employees must maintain Company records in accordance with the Records Retention Schedule maintained by [DEPARTMENT].

5.4 Non-Solicitation. For [12] months following termination of employment, employees shall not directly or indirectly solicit any employee to leave the Company’s employ, to the extent such restriction is permissible under Minn. Stat. § 181.988 et seq.

[// GUIDANCE: Minnesota restricts non-compete agreements signed after July 1, 2023. Evaluate enforceability of all post-employment restrictive covenants and tailor accordingly.]

VI. DEFAULT & REMEDIES

6.1 Events of Default.
a. Material breach of Company policy or this Handbook;
b. Willful misconduct, dishonesty, or fraud;
c. Unauthorized disclosure of Confidential Information;
d. Violation of law in connection with employment.

6.2 Notice & Opportunity to Cure. Where feasible and lawful, the Company will provide written notice of default and a reasonable opportunity to cure before imposing discipline. Immediate discharge may occur where cure is impracticable or where mandated by law.

6.3 Remedies. The Company may impose discipline up to and including termination, seek restitution, and pursue any other remedy available at law or equity, subject to Section VIII (Dispute Resolution) and statutory limits on damages.

6.4 Attorneys’ Fees. In any proceeding to enforce Sections V or VII, the prevailing party is entitled to recover reasonable attorneys’ fees and costs, unless prohibited by law.

VII. RISK ALLOCATION

7.1 Indemnification by Employee. To the fullest extent permitted by law, the employee agrees to indemnify and hold harmless the Company, its officers, directors, employees, and agents from any loss, liability, or expense (including reasonable attorneys’ fees) arising out of the employee’s willful misconduct, gross negligence, or unauthorized acts.

7.2 Limitation of Liability. The Company’s liability to any employee is limited to the remedies and amounts expressly provided under applicable statutory schemes, including but not limited to workers’ compensation, unemployment insurance, and wage statutes (“Statutory Limits”). The Company shall not be liable for consequential, punitive, or exemplary damages absent a clear statutory mandate.

7.3 Insurance. The Company maintains workers’ compensation and general liability insurance as required by Minnesota law. Employees are encouraged to review any supplemental benefit or voluntary insurance options available through the Company’s benefit plans.

7.4 Force Majeure. The Company is excused from performance of any obligation under this Handbook where delay or failure results from causes beyond its reasonable control, including but not limited to acts of God, fire, flood, war, pandemic, governmental action, or labor disputes not directed at the Company.

VIII. DISPUTE RESOLUTION

8.1 Internal Complaint Procedure. Employees are encouraged to resolve workplace concerns through the Company’s open-door and complaint procedures before pursuing external remedies.

8.2 Governing Law. This Handbook and any dispute arising hereunder shall be governed by Minnesota law, except where federal law pre-empts.

8.3 Forum Selection. Subject to Section 8.4, any civil action relating to or arising from employment with the Company shall be brought exclusively in the state courts of [COUNTY], Minnesota.

8.4 Optional Arbitration.
a. Election. The Company and the employee may mutually agree in a separate, voluntary writing to submit claims to binding arbitration under the Minnesota Uniform Arbitration Act.
b. Covered Claims. All statutorily arbitrable employment-related claims except those requiring administrative exhaustion (e.g., workers’ compensation) may be arbitrated.
c. Procedure. Absent agreement otherwise, the [American Arbitration Association Employment Arbitration Rules] will govern, and the arbitrator may award all remedies available under applicable law.
d. Costs. The Company will pay the arbitrator’s fees except for the initial filing fee, which will be shared equally unless reallocated by the arbitrator.

8.5 Jury Trial Waiver. To the extent permitted by the Minnesota Constitution and absent an arbitration agreement, the parties knowingly and voluntarily waive the right to a trial by jury for any civil claim arising out of or relating to employment.

8.6 Injunctive Relief. Either party may seek temporary injunctive relief in a court of competent jurisdiction to preserve the status quo pending resolution of a dispute; such relief shall be narrowly tailored and limited to the extent necessary to prevent irreparable harm.

IX. GENERAL PROVISIONS

9.1 Amendments & Waivers. Only a written instrument signed by the Company’s [Chief Executive Officer/HR Director] can amend this Handbook. No verbal statement or other conduct shall constitute a waiver or modification.

9.2 Assignment. The Company may assign its rights and obligations under this Handbook to any successor entity. Employees may not assign any rights or obligations hereunder.

9.3 Severability. If any provision of this Handbook is declared invalid or unenforceable, the remaining provisions will remain in full force, and the invalid provision will be deemed modified to the minimum extent necessary to make it lawful and enforceable.

9.4 Entire Agreement. This Handbook, together with any separate written agreements between the employee and the Company, constitutes the entire understanding regarding the subjects covered and supersedes all prior oral or written communications on those subjects.

9.5 Electronic Signatures. Electronic signatures or acknowledgements have the same legal effect as manual signatures, consistent with the E-SIGN Act, 15 U.S.C. § 7001 et seq.

9.6 Accessibility. Upon request, the Company will provide this Handbook in alternative formats to ensure accessibility for individuals with disabilities.

X. EXECUTION BLOCK – EMPLOYEE ACKNOWLEDGEMENT

I, [EMPLOYEE NAME], acknowledge that:
1. I have received a copy of the [COMPANY NAME] Employee Handbook – Minnesota Edition, dated [EFFECTIVE DATE].
2. I understand it is my responsibility to read, familiarize myself with, and comply with the policies contained herein and any revisions thereto.
3. I understand that nothing in this Handbook creates a contract of employment or alters my at-will employment status.
4. I acknowledge that the Company may change, rescind, or add to any policies, benefits, or practices described in this Handbook at its sole discretion, consistent with applicable law.

Employee Signature: _____
Printed Name: _____
Date: _______

Company Representative: _____
Title: ______
Date: ____

[// GUIDANCE: Retain the signed acknowledgement in the employee’s personnel file for a minimum of the period required under Minn. Stat. §§ 181.960–181.965 (personnel record retention).]

© [YEAR] [COMPANY NAME]. All rights reserved.