Compliance

Fifteen employees used to be the line. Now it's one.

Minn. Stat. § 181.939 doesn't wait for headcount anymore.

A salary is not an exemption.

Three tests, and all three have to pass. The salary level is the easy one. The duties test is where dispensary assistant managers fall through.

Ten days to answer. Forty-five to appeal.

Miss the first deadline and you lose a cost protection. Miss the second and the case is over — Minnesota's courts don't grant exceptions

The marriage ended. The coverage didn't.

One continuation right ends at 36 months. The other, triggered by divorce, has no stated end at all

The fifty dollars you have to give back.

Minnesota caps what you can deduct for uniforms and equipment at $50 — and requires all of it back the day the job ends

The box an officer can never check.

One of fourteen license conditions breaks down the moment it's applied to a person instead of a company — and the statute doesn't say which reading controls

The first 48 hours decide the claim

Three reporting clocks and one payment clock, all running before you know how bad the injury is

Two continuation rights. Only one has a stated end.

The rule doesn't stand without this policy.

The license was revoked elsewhere. It still counts here.

Minn. Stat. § 342.16(a)(7) reaches past Minnesota's own licensing file — and it never expires.

The report can be wrong. The retaliation can't.

Ask within fifteen days. Get a true answer.

Your officer can't work for the regulator.

COBRA exempts you. Minnesota's law does not.

Training doesn't carry over to next year.

Your officer can't carry an active badge.

The certifying doctor can't join payroll.

The workers' comp bill no insurer will pay.

Skipping the meeting can't end the job.

Seven days to open the personnel file.

The cost is yours. The lab can't be.

Bargaining doesn't get you under this floor.

One willful violation costs the license.

Once a year, with two weeks' notice — still not cannabis.

The second positive test can end the job.