This bill requires Minnesota employers to inform current employees within 72 hours if a federal immigration agency plans to inspect their employment eligibility records. It also mandates that employers prohibit federal immigration agents from entering nonpublic work areas, such as offices or storage rooms, unless the agents present a valid judicial warrant or court order. To support compliance, the state labor commissioner must provide a standardized notice template by August 2026, and employers face civil fines of up to $10,000 for failing to follow these notification and access rules.
This bill requires housing agencies in Minnesota to verify that every adult in a household has proof of citizenship or lawful immigration status before providing rental assistance or down payment assistance. The change directly affects housing programs under Minnesota Statutes 462A.07 by adding a new requirement for documentation of legal residency. Agencies must check these documents for all adults in a household before issuing any financial aid for housing. The legislation does not specify which forms of documentation are acceptable, leaving that determination to the agencies implementing the rule.
HF 3573 requires individuals to have valid work authorization to qualify for benefits under Minnesota's Paid Leave Law. It amends the law to explicitly exclude people without proper work permits from receiving paid leave benefits. The bill affects workers applying for benefits who lack authorized work status, adding this as a new eligibility requirement. Key changes include updating definitions of "covered individual" and "employee" to exclude those without valid work authorization, and adding work authorization as a mandatory requirement for benefit accounts.
This bill (SF 3885) amends Minnesota's Paid Leave Law to require valid work authorization as a condition for receiving benefits. It directly affects individuals applying for paid leave benefits who lack proper work authorization. Key provisions include adding "valid work authorization" to eligibility requirements in section 268B.04 (subd. 2) and explicitly listing lack of work authorization as a reason for ineligibility in section 268B.06 (subd. 4). The law would prevent people without valid work permits from accessing paid leave benefits, aligning with existing financial eligibility criteria. This change applies to all applicants seeking benefits under Minnesota's Paid Leave Law.
SF 691 prohibits Minnesota employers from knowingly hiring individuals without legal U.S. work authorization, directly affecting businesses operating in the state. The bill requires employers to terminate such employment immediately upon discovery and authorizes the Labor Commissioner to impose fines of $1,000-$10,000 per violation, suspend business licenses for up to 14 days, and investigate suspected violations. Employers using E-Verify for work authorization verification gain a rebuttable presumption they did not knowingly employ unauthorized individuals. This legislation creates enforceable standards for workplace compliance under Minnesota Statutes, chapter 181.
HF 3297 requires all applicants for a Minnesota driver's license or identification card to provide proof of legal presence in the United States. This change directly affects anyone seeking to obtain or renew these documents, adding a new eligibility requirement to existing rules. The bill amends Minnesota Statutes to explicitly prohibit issuing licenses to applicants who fail to provide this proof, aligning with federal requirements under 8 U.S.C. §1324. The intent is stated as enhancing public safety while complying with federal law, without altering other existing licensing conditions like vision tests or driving experience.
HF 259 prohibits Minnesota employers from knowingly hiring individuals without legal authorization to work in the U.S., as defined by federal immigration law (8 U.S.C. §1324a(h)(3)). It directly affects all Minnesota employers, including state agencies and businesses, by requiring verification of work authorization and imposing penalties for violations. Key mechanisms include mandatory termination of unauthorized employees, license suspensions for up to 14 business days, and fines ranging from $1,000 to $10,000 per violation. Employers using the federal e-Verify system to confirm work authorization create a rebuttable presumption they did not knowingly hire unauthorized individuals.
HF 2351 increases criminal penalties for human trafficking and prohibits employers from knowingly hiring individuals without legal work authorization in the U.S. It requires state agencies providing assistance to people without legal status to report annual spending by December 15, including goods, services, and costs. Employers violating the hiring ban face fines of $1,000-$10,000 per violation and potential license suspension, while using fake IDs to verify employment becomes a felony punishable by up to two years in prison. The bill amends Minnesota Statutes to strengthen enforcement of immigration-related employment rules and reporting obligations.
This bill increases penalties for human trafficking offenses and prohibits employers from knowingly hiring individuals without legal U.S. work authorization. It makes using a fake ID to verify employment status a felony (up to 2 years in prison or $5,000 fine) and requires employers to terminate unauthorized employees. Employers violating these rules face fines up to $10,000 per violation and potential license suspensions for 14 days. State agencies must also report annual spending on assistance to people without legal status by December 15 each year. The bill directly affects employers, individuals seeking work verification, and state agencies providing services to non-citizens.
