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Alert: Minnesota Wage Theft Law

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The New Minnesota Wage Theft Law Requirements Take Effect July 1, 2019

On May 30, 2019, Minnesota Governor Tim Walz signed into legislation the Minnesota Wage Theft law (HF2), thus enacting a law designed to create additional protections for workers, including adding criminal penalties for employers who commit wage theft.

HF2 modifies the elements that must be present on wage statements provided to employees, requires that employers provide certain notices to employees, increases the types of records that must be kept by employers for each employee, and modifies certain wage payment frequency requirements.

These requirements take effect on July 1, 2019.

What Employers Must Do to Comply with the Minnesota Wage Theft Law

At this time, we strongly recommend that you review the Minnesota Wage Theft guidelines for details about the mandated provisions to help you prepare for compliance.

Please note that changes to your pay statements may be necessary to accommodate the new law, and our team is available if you need partner assistance with modifying the information included in your wage statements.

HF2 mandates the elements that must be present on wage statements provided to employees. Most pay statements are already in compliance with the following requirements, as information for these items is already displayed on pay statements:

  • Name of the employee.
  • Total amount of gross pay earned by employee in the pay period.
  • List of deductions made from the employee’s pay.
  • Date pay period ended.

There are other wage statement requirements that may require configuration changes to your company or employee setup, as shown below:

  • Total hours worked by the employee in the pay period.
  • Employee’s rate or rates of pay and basis thereof, including whether the employee is paid by the hour, shift, day, week, salary, piece, commission or other method.
  • Allowances claimed for permitted meals and lodging.
  • Net amount of pay after all deductions are made.
  • Employer’s information:
    • Legal and operating name.
    • Physical address of employer’s main office or principal place of business and mailing address, if different.
    • Employer’s telephone contact.  

Other requirements include:

  • New hire notices.
  • Recordkeeping requirements.
  • Wage payment frequency requirements.

Sikich HR Consulting is here to help you comply with the requirements of HF2.

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This publication contains general information only and Sikich is not, by means of this publication, rendering accounting, business, financial, investment, legal, tax, or any other professional advice or services. This publication is not a substitute for such professional advice or services, nor should you use it as a basis for any decision, action or omission that may affect you or your business. Before making any decision, taking any action or omitting an action that may affect you or your business, you should consult a qualified professional advisor. You acknowledge that Sikich shall not be responsible for any loss sustained by you or any person who relies on this publication.

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