While the statute is not entirely clear, the League generally advises using the city’s total budget amount to determine whether a city is large or small. As of Aug. 1, 2014, cities with a total budget of $500,000 or more will be considered large employers for purposes of minimum wage law. Cities with a total budget under $500,000 will be considered small employers. Prior to Aug. 1, 2014, a large employer was considered one with a total budget of at least $650,000.

As of August 2014, large employers must pay most employees covered by minimum wage law at a rate of at least $8 per hour, and small employers must pay all applicable employees at a rate of at least $6.50 per hour. On Aug. 1 of 2015 and 2016, the Minnesota minimum wage is scheduled to increase for both large and small employers.

As of Aug. 1, 2015, the Minnesota minimum pay rate will increase to $9 per hour for large employers, and to at least $7.25 per hour for small employers. Then, on Aug. 1, 2016, the Minnesota minimum pay rate will increase to $9.50 per hour for large employers, and to at least $7.75 per hour for small employers.

There are two exceptions to these wage amounts for younger employees. First, large employers must pay employees under age 18 a rate of at least $6.50 per hour. Second, all employers may elect to pay employees under age 20 at a rate not less than $6.50 per hour, but only for their first 90 consecutive days of employment. After the 90 days, the minimum hourly rate becomes $8. Both of these rates are effective Aug. 1, 2014, and both amounts are scheduled to increase each year.

As before, these minimum wage requirements do not pertain to elected officials; individuals who serve on any governmental board, commission, committee, or other similar body; city volunteers; or any individual employed, directly or indirectly, by the city to provide police or fire protection services.

Beginning in 2017 and each year after, the Department of Labor and Industry will determine with feedback of stakeholders any appropriate minimum wage increase. The minimum wage increase, if any, will be effective in August of the following year.

As before, the city is to be held harmless if it has made reasonable efforts to comply with this requirement. However, new with this law is authorization for a civil action by the employee to recover any and all damages, including all costs and attorneys fees due to the employer’s lack of reasonable efforts to comply. Also new with this amendment, an employer cannot retaliate against an employee for asserting nursing station rights or remedies under the law.

The contribution rate for a basic member of the general employees retirement plan remains at 9.10% of salary.

The law goes on to say that if one is initially excluded from PERA participation on the basis of the written stipulation of salary, but then their annual compensation from one governmental subdivision exceeds the stipulated amount in a calendar year, then contributions must be made on behalf of the employee from the first month in which the employee received salary exceeding $425 in a month.

Regardless of advice or hardship, employers must grant requests (by employees with pregnancy or childbirth related health conditions) for more frequent restroom, food, and water breaks; alternative seating; or limits on lifting over 20 pounds. In no case is an employer required to discharge any employee, transfer any other employee with greater seniority or promote any employee. Employers may not retaliate against employees that request or obtain an accommodation, and employers are not allowed to require an employee to take leave or accept an accommodation.

The law contains several new requirements for a municipality’s solicitation documents. For instance, a municipality must include in solicitation documents either the new definition of a “responsible contractor,” or a reference to the statutory definition. and a statement that any contractor or subcontractor that does not meet those requirements or fails to verify those requirements is not eligible to be awarded a construction contract. Under the new law, municipalities explicitly retain discretion to establish their own additional criteria for defining a responsible contractor. The new definition, certification requirement and solicitation document changes all take effect for construction contracts entered into based on solicitation documents issued on or after Jan. 1, 2015.

Certifications apply for only six months from the time they are written. A city electrical utility may decide to extend, or renew a certification for up to one year from the date it is written. A certification may be renewed by the same or another medical professional who meets the requirements listed above. As in the original certification, a renewal must state that failure to reconnect or continue electrical service will impair or threaten the health or safety of a resident in the customer’s home.

A customer with medically necessary equipment whose account is in arrears must contact and enter into a payment agreement with the utility. The payment agreement must consider a customer's financial circumstances and any extenuating circumstances of the household. The payment agreement may, at the discretion of the utility, contain a provision by which the utility forgives all or a portion of the amount in which the account is in arrears. In that situation, the person is no longer required to pay the forgiven arrearages on the account.

At the beginning of 2015, when a city council designates its official newspaper, it may also designate that any publication of advertisements for transportation project bids will be made on the city’s website instead or as well as in the newspaper. A notice to this effect must be published in the official newspaper annually as well. Website publication must be done in substantially the same format and for the same time period as would be required were it published in the official newspaper. Once this is done, website publication of advertisement for bids on transportation projects will satisfy any newspaper publication requirements of the same. Please note, the record of website publication must be retained permanently and kept available to the public.