HF 2311 prohibits Minnesota's Commissioner of Human Services from adopting rules or policies that limit existing day services for people receiving disability waiver services or restrict their access to special minimum wage options. The bill directly affects individuals enrolled in disability waiver programs who rely on these specific services and wage arrangements. It amends Minnesota Statutes to ensure the commissioner cannot reduce day services availability or restrict special minimum wage opportunities under federal (14(c)) or state (section 177.28) programs. This policy change maintains current service access without altering existing wage structures for waiver recipients.
This bill requires Minnesota state agencies to pay certain interns at least $15 per hour. It applies specifically to interns who qualify for federal Pell Grants based on financial need and are enrolled full-time (nine semester credits or equivalent) in school. The law excludes interns already eligible for unpaid positions under federal labor rules. It defines "state intern" broadly to include those working in executive, legislative, or judicial branch roles. The policy directly affects student interns in state government positions meeting these financial and enrollment criteria.
HF 262 prohibits employers from paying people with disabilities less than the state minimum wage, effective August 1, 2025 for new hires and August 1, 2027 for all current employees, ending the use of federal or state special certificates that allow subminimum wages. It requires providers of home and community-based services to report data on individuals currently paid subminimum wages by August 1, 2027, including personal details and employment metrics. The bill appropriates $38,000 in fiscal year 2026 and $75,000 in fiscal year 2027 to enhance the MnCHOICES system with employment-related resources. These changes directly affect employers, service providers, and people with disabilities working in supported employment programs across Minnesota.
HF 3119 establishes minimum pay standards for Minnesota teachers and certain unlicensed school staff starting July 1, 2026. It sets teacher compensation thresholds at $60,000-$100,000 annually (based on education and experience) and a $25 hourly wage floor for unlicensed staff who regularly interact with students. The bill requires annual inflation adjustments using the Consumer Price Index, beginning in 2030, and creates state aid programs to help school districts cover these costs. School districts, charter schools, and other public education entities directly affected must meet these standards or receive state funding to do so.
HF 2874 regulates "earned wage access services" in Minnesota, which allow workers to access a portion of their earned but unpaid wages before their regular pay date. The bill directly affects Minnesota residents who use these services and the companies (providers) offering them. Key requirements include: providers must clearly disclose all fees, offer a no-cost option for accessing wages, prohibit tying services to voluntary tips/donations, and allow consumers to cancel services without fees. The law excludes payroll services and employers who directly provide early wage access to their own employees. It aims to ensure transparency and prevent unfair practices in this growing financial service.
SF 3281 regulates "earned wage access services" that allow Minnesota workers to access a portion of their earned but unpaid wages before their regular payday through third-party providers. The bill directly affects Minnesota residents who use these services and the companies providing them (like apps or payroll services), excluding traditional payroll providers and employer-provided early pay. Key provisions require providers to clearly disclose all fees, offer a no-cost access option, explain consumer rights upfront, allow easy cancellation without fees, and ensure tips are truly voluntary - never tied to service access. The law also mandates transparency about repayment terms and compliance with privacy laws. This bill focuses on consumer protections for a growing financial service, not on changing how employers pay wages.
SF 2149 modifies Minnesota's labor laws regarding wages for workers with disabilities and online continuing education standards. It prohibits employers from paying disabled workers less than the minimum wage after August 1, 2026 (for new hires) and August 1, 2028 (for all employees), eliminating the use of federal "section 14(c)" certificates that previously allowed subminimum wages. The bill also establishes detailed technical requirements for internet-based continuing education courses, including encryption, identity verification, interactivity standards, and specific content features. These changes directly affect employers (particularly those using special certificates) and training providers for professions like manufactured home installers and elevator constructors. The bill does not address earned sick and safe time provisions, as referenced in its title.
Minnesota's SF 1052 prohibits employers from paying subminimum wages to people with disabilities under any circumstances. Effective August 1, 2025, new hires cannot be paid below the state minimum wage regardless of special certificates, and by August 1, 2027, all current employees must receive at least the state minimum wage. The bill requires home and community-based service providers to report data on individuals previously paid subminimum wages (including name, disability type, and employment status) annually, with privacy protections. It also appropriates $38,000 in 2026 and $75,000 in 2027 to update the MnCHOICES system for employment-related features. This directly affects employers providing services under Minnesota's disability support programs.
Minnesota Senate File 2053 (SF 2053) requires the state Commissioner of Human Services to submit a report by March 15, 2027, detailing cost calculations for proposed wage and benefit increases in collective bargaining agreements between the state and direct support service providers. The report must estimate reimbursement rates, including costs for wage floor increases, paid time off adjustments, holiday pay, benefits, and related tax impacts (like FICA and unemployment taxes) for all providers. It mandates that the commissioner assume all providers would receive full rate increases equal to proposed changes, without assuming any cost absorption by employers. This bill directly affects human services providers in covered programs and the state’s budgeting process for implementing future agreements.
HF 1851 requires Minnesota's Commissioner of Employment and Economic Development to submit annual reports starting January 15, 2026, on organizations receiving workforce development grants. The reports must detail each grant's purpose, amount, the number of Minnesotans served and placed in living wage jobs, and cost-effectiveness metrics like how much grant money was used per job placement. If grants were used for non-Minnesotans, the report must explain why. These reports will be sent to relevant legislative committees, with exceptions for organizations without measurable outcomes.
