On Mother\u2019s Day 2014, Governor Dayton signed the Women\u2019s Economic Security Act (\u201cWESA\u201d) into law. The law includes the following provisions, many of which require employers to update policies, including handbooks:<\/p>\n
\u2022 Effective May 12, 2014: WESA adds a \u201cfamilial status\u201d as a protected class under Minn. Stat. \u00a7 363A, et seq. \u201cFamilial status\u201d is defined as \u201cthe condition of one or more minors being domiciled with (1) their parent or parents or the minor\u2019s legal guardian or (2) the designee of the parent or parents or guardian with the written permission of the parent or parents or guardian.\u201d<\/p>\n
\u2022 Effective July 1, 2014: For employers with 21 or more employees, pregnancy and parenting leave under the Minnesota Parental Leave Act is expanded from 6 to 12 weeks for eligible employees.<\/p>\n
\u2022 Effective July 1, 2014: WESA allows nursing mothers to bring a civil action to enforce their right to express milk during breaks. Effective May 12, 2014: Employers with more than 21 employees must provide reasonable minor accommodations for privacy (not a bathroom) to express milk privately.<\/p>\n
\u2022 Effective July 1, 2014: WESA creates Minn. Stat. \u00a7 181.172 to provide for wage disclosure protection. The new statute prohibits an employer from requiring that employees refrain from disclosing, comparing, or discussing information regarding their compensation. The employer is prohibited from taking any adverse employment action against employees for disclosing their own wages or another employee\u2019s wages so long as the other person\u2019s wages were disclosed voluntarily. Employers with employee handbooks must include a notice to employees of their wage disclosure protection rights and their remedies for a violation of Minn. Stat.\u00a7 181.172, which include the right to seek back pay, reinstatement, restoration of lost service credit, and attorneys’ fees.<\/p>\n
\u2022 Effective July 1, 2014: WESA expands support for employers; workforce organizations; and others to establish programs to increase the number of women in high-wage, and high-demand non-traditional industries.<\/p>\n
\u2022 Effective July 1, 2014: WESA provides a \u201cSafety Leave\u201d and allows employees to use their sick leave for dealing with issues related to sexual assault, domestic violence, and\/or stalking. WESA allows grandparents to use sick leave to care for an ill or injured grandchild and allows employees to use existing sick leave to care for a mother- or father-in-law.<\/p>\n
\u2022 Effective August 1, 2014: In order to obtain a Minnesota contract worth more than $500,000.00, through Minn. Stat. \u00a7 363A.44, WESA requires a business employing more than 40 full time employees to certify that the business is in compliance with existing equal pay for equal work laws.<\/p>\n
\u2022 Effective October 5, 2014: WESA expands eligibility for unemployment benefits if the employee had to quit his or her job due to stalking or sexual assault of either the employee or the employee\u2019s immediate family member.<\/p>\n
* * *<\/p>\n
\u00a0Announcements<\/strong><\/p>\n * * *<\/span><\/p>\n Greg Spalj<\/a><\/strong> and Julia Douglass<\/a><\/strong> are updating the Minnesota Mechanics\u2019 Lien Law section for the Debtor and Creditor seminar sponsored by Minnesota Continuing Legal Education<\/strong>. This seminar and written materials, including a form book, should be available this spring. If you would like information about this material contact Minnesota Continuing Legal Education or Greg Spalj at 612.359.7631 or gspalj@fwhtlaw.com.<\/p>\n Mark Becker<\/strong><\/a> was nominated to serve as the 2014-15 Secretary of the Minnesota State Bar Association Section of Construction Law<\/strong>, Jesse Orman<\/strong><\/a> was re-elected to the Construction Law Section\u2019s Governing Council<\/strong>, and Matthew Collins<\/strong><\/a> will be serving as past-Chair of the Section\u2019s Governing Council<\/strong>.<\/p>\n Dean Thomson<\/strong><\/a>, Mark Becker<\/strong><\/a> and Jesse Orman<\/strong><\/a> will be speaking on key issues, new terms, and emerging trends in the AIA Contracts at the Lorman Seminar<\/strong> on September 12, 2014 in Minneapolis, Minnesota. For additional information, contact Mr. Thomson at 612.359.7624 or dthomson@fwhtlaw.com.<\/p>\n This discussion is generalized in nature and should not be considered a substitute for professional advice. \u00a9 2014 FWH&T<\/span><\/em><\/p>\n","protected":false},"excerpt":{"rendered":" On Mother\u2019s Day 2014, Governor Dayton signed the Women\u2019s Economic Security Act (\u201cWESA\u201d) into law. The law includes the following provisions, many of which require employers to update policies, including handbooks: \u2022 Effective\u2026<\/p>\n","protected":false},"author":7,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[7],"tags":[],"class_list":["post-1155","post","type-post","status-publish","format-standard","hentry","category-briefing-papers"],"acf":[],"yoast_head":"\n