{"version":"1.0","provider_name":"Barna, Guzy &amp; Steffen, LTD.","provider_url":"https:\/\/www.bgs.com\/blog","author_name":"Bradley Kletscher","author_url":"https:\/\/www.bgs.com\/blog\/author\/bradley-a-kletscher\/","title":"Minnesota Employment Law Update - Barna, Guzy &amp; Steffen, LTD.","type":"rich","width":600,"height":338,"html":"<blockquote class=\"wp-embedded-content\" data-secret=\"F1347Lxq9y\"><a href=\"https:\/\/www.bgs.com\/blog\/2013\/06\/20\/minnesota-employment-law-update\/\">Minnesota Employment Law Update<\/a><\/blockquote><iframe sandbox=\"allow-scripts\" security=\"restricted\" src=\"https:\/\/www.bgs.com\/blog\/2013\/06\/20\/minnesota-employment-law-update\/embed\/#?secret=F1347Lxq9y\" width=\"600\" height=\"338\" title=\"&#8220;Minnesota Employment Law Update&#8221; &#8212; Barna, Guzy &amp; Steffen, LTD.\" data-secret=\"F1347Lxq9y\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" class=\"wp-embedded-content\"><\/iframe><script type=\"text\/javascript\">\n\/*! This file is auto-generated *\/\n!function(c,d){\"use strict\";var e=!1,o=!1;if(d.querySelector)if(c.addEventListener)e=!0;if(c.wp=c.wp||{},c.wp.receiveEmbedMessage);else if(c.wp.receiveEmbedMessage=function(e){var t=e.data;if(!t);else if(!(t.secret||t.message||t.value));else if(\/[^a-zA-Z0-9]\/.test(t.secret));else{for(var r,s,a,i=d.querySelectorAll('iframe[data-secret=\"'+t.secret+'\"]'),n=d.querySelectorAll('blockquote[data-secret=\"'+t.secret+'\"]'),o=new RegExp(\"^https?:$\",\"i\"),l=0;l<n.length;l++)n[l].style.display=\"none\";for(l=0;l<i.length;l++)if(r=i[l],e.source!==r.contentWindow);else{if(r.removeAttribute(\"style\"),\"height\"===t.message){if(1e3<(s=parseInt(t.value,10)))s=1e3;else if(~~s<200)s=200;r.height=s}if(\"link\"===t.message)if(s=d.createElement(\"a\"),a=d.createElement(\"a\"),s.href=r.getAttribute(\"src\"),a.href=t.value,!o.test(a.protocol));else if(a.host===s.host)if(d.activeElement===r)c.top.location.href=t.value}}},e)c.addEventListener(\"message\",c.wp.receiveEmbedMessage,!1),d.addEventListener(\"DOMContentLoaded\",t,!1),c.addEventListener(\"load\",t,!1);function t(){if(o);else{o=!0;for(var e,t,r,s=-1!==navigator.appVersion.indexOf(\"MSIE 10\"),a=!!navigator.userAgent.match(\/Trident.*rv:11\\.\/),i=d.querySelectorAll(\"iframe.wp-embedded-content\"),n=0;n<i.length;n++){if(!(r=(t=i[n]).getAttribute(\"data-secret\")))r=Math.random().toString(36).substr(2,10),t.src+=\"#?secret=\"+r,t.setAttribute(\"data-secret\",r);if(s||a)(e=t.cloneNode(!0)).removeAttribute(\"security\"),t.parentNode.replaceChild(e,t);t.contentWindow.postMessage({message:\"ready\",secret:r},\"*\")}}}}(window,document);\n<\/script>\n","description":"The legislature was busy during the 2013 legislative session with employment laws. The legislature passed several changes to Minnesota laws affecting employers and their employees. The following article discusses some of the highlights from the session related to employment law changes. 1. Criminal background checks Effective January 1, 2014, the circumstances in which employers may request information regarding an applicant\u2019s arrests or convictions has been restricted. Under the new law, public and private employers cannot inquire into, consider or require disclosure of an applicant\u2019s criminal history until after the applicant has been selected for an interview, or if there is not an interview, before a conditional offer of employment is made. Since 2009 Minnesota law has prevented public employers from requesting criminal background information on job applications. The law provides an exception for employers with a statutory duty to conduct criminal background checks or otherwise consider applicants\u2019 criminal history during the hiring process. Therefore, employers hiring for certain types of positions \u2013 for example, positions working with children in schools- are permitted to inquire about criminal history at the application phase. However, employers should be careful to inquire only about offenses that may be specified by statute, and they should not ask criminal history questions of all applicatns, if the employer does not..."}