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Minnesota Agricultural Employers: Remember to Provide the Employment Statement

04 Apr

Update Applicable to:Effective date
All employers in the agricultural sector with at least 1 migrant workerSee details below

What happened?

An employer that recruits a migrant worker must provide the worker at the time of recruitment, with a written employment statement, in English and Spanish, or another language if the worker’s preferred language is not English or Spanish.

What are the details?

Employers must provide an employment statement to all recruited migrant agricultural workers (defined as people at least 17 years of age who travel more than 100 miles to Minnesota from another state to work in agriculture based on an offer or the possibility of employment).

An important change is that state law previously defined a (covered) employer of migrant agricultural workers as someone who hired 30 migrant agricultural workers in a year, but now, the threshold is just 1 migrant agricultural worker in a year.

These workers are different from H-2A temporary agricultural workers. Therefore, this law does not apply to H-2A workers.

Business Considerations

  • Review the requirements and create the employment statement.
  • Update your policies and procedures to ensure all covered employees receive the required statement.


Source References

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Minnesota PEO services can help you navigate complex employment laws and keep your business compliant.

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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