Key Issues: Workplace management
Preserving the right of private employers to develop wage and benefit packages that fit the distinct needs of companies and employees
Minnesota businesses don’t have the luxury of considering labor policies and state tax and spending decisions separately, in a vacuum. A “do no harm” approach was important this session to prevent additional cost burdens and mandates on employers doing their best to keep their doors open and people employed.
Again in the 2021 session, the Minnesota House advanced numerous paid leave mandates and workplace burdens on employers and sought to remove existing employer flexibilities and small business exemptions. Overreaching “one size fits all” state mandates disrupt the positive relationship between most employers and employees, unnecessarily inhibit creative workplace solutions, and interfere in the operations of workplaces that are already heavily regulated. We oppose these attempts because of the variety and nuances of the many workplaces across Minnesota. These bills were incorporated into the House Jobs Omnibus Bill (HF 1342) and the combined effects of these ideas would greatly impede Minnesota’s business competitiveness and recovery.
Alyza Bohbot of Alakef Coffee Roasters and City Girl Coffee explains how workplace mandates would impact her workplace.
Return on investment for your Minnesota Chamber membership
Our work gets results
- Preserved employers' ability to create benefit packages for their specific workplace and industry.
- Opposed one-size-fits-all mandates on employee benefits that would constrain employers’ ability to conduct business.
2022 priorities include:
- Preserve private-sector flexibility to determine wage, benefit, scheduling and employee classification.
- Support explicit statewide preemption of local labor ordinances.
- Restore balance to the Unemployment Insurance Trust Fund with minimum impact to employers.
- Ensure regulatory changes proposed through Minnesota’s state agencies consider impacts on employers in Minnesota.
- Preserve legal standard in hostile work environment claims while promoting prevention policies and workplace training programs.
- Promote workplace safety and employer protections concerning potential legalization of recreational marijuana.