DLI recovers $1.28 million for construction workers
The Department of Labor and Industry (DLI) recovered $1.28 million in back wages and liquidated damages for 26 construction workers after investigating wage and hour violations by Property Maintenance & Construction LLC, Property Maintenance and Construction Inc., and Advantage Construction Inc. on 19 construction projects, including the Viking Lakes project in Eagan, Minnesota. This is DLI's largest wage and hour recovery to date.
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Helping Minnesota small businesses navigate labor standards
May is Small Business Month, a time to recognize the vital role small businesses play in Minnesota's economy and communities. As many employers enter their busy season and increase seasonal hiring, it is an ideal time to review key labor standards
-- such as child labor restrictions and wage laws -- to help businesses stay compliant and ensure workers are protected.
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Small Business Month check in: Preventing wage theft
When an employer fails to pay wages earned by its employees, it is wage theft. Here are some important steps to take to stay compliant with labor standards and prevent wage theft:
- provide a written notice to employees at the start of employment, including information about pay rates, deductions and employment status;
- pay employees regularly (usually at least once every 31 days) and on designated paydays (see Minnesota Statutes, section 181.101);
- provide earnings statements to employees for each pay period;
- pay all wages earned, including overtime as applicable;
- maintain accurate records of hours worked and wages paid;
Additional resources
Youth employment: Hazardous occupations and prohibited work
As more minors enter the workforce during the summer months, employers must ensure minors are not assigned to hazardous tasks.
Examples of prohibited hazardous work for minors include:
- working on construction or building projects;
- operating power-driven machinery, such as forklifts, meat saws and grinders;
- building maintenance, window washing and painting higher than 12 feet;
- lifeguarding, unless the minor has a Red Cross lifesaving certificate and is under uninterrupted adult supervision; and
- serving, dispensing or handling alcohol that is consumed on the work premises.
These restrictions are designated to prevent serious injuries and ensure young workers gain safe and appropriate work experience. To learn more about these restrictions, visit our Prohibited work for workers under age 18 webpage.
Employer best practices include:
- reviewing job duties carefully before hiring minors and monitoring their work tasks while they are employed;
- training supervisors about youth employment restrictions; and
- reassigning tasks if a duty may violate child labor laws.
Employers must follow both Minnesota child labor laws and the child labor provisions of the federal Department of Labor. When both laws apply, the provisions that provide the greatest protection to minors must be followed.
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May and June webinars
May featured case
The Labor Standards Division learned a 16-year-old had been injured while installing fiber optic cable. Its subsequent investigation found the employer violated Minnesota's child labor laws by employing a minor in a hazardous occupation, resulting in an injury. As a result of these violations, the employer paid a $7,000 penalty.
Questions of the month
Does an employer need to provide changes or updates to an employee wage notice in the language requested by an employee?
Yes, the initial employee wage notice and all changes or updates to the notice must be provided in English and in the language requested by the employee. Find sample employee wage notices in 19 languages at dli.mn.gov/employee-notice.
Wage and Hour Bulletin archive
Access past editions of the Wage and Hour Bulletin.
Questions?
The Labor Standards Division serves the people of Minnesota by providing
information about the state's wage, hour and employment laws.
Phone: 651-284-5075 or 800-342-5354
Email: dli.laborstandards@state.mn.us
Website: dli.mn.gov
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