Risk

Their agency signs the checks. The badge is still yours.

Temp trim crews, staffing agencies and the Minnesota statute that makes you liable at fifty percent

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 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

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The license was revoked elsewhere.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.

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.

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.

You can test before day one. Not for cannabis.

Minn. Stat. § 181.951 carves cannabis out of pre-employment drug testing — with a private right of action for getting it wrong.

A payroll shortfall can become a felony.

Unpaid wages add up to a felony in six months.

Their noncompete was void before the ink dried.

Minn. Stat. § 181.988 voids noncompete clauses for every employee and independent contractor in Minnesota — no salary threshold, no exception for new hires signed after July 1, 2023.

Fourteen days' notice. A thousand-dollar penalty.

Minn. Stat. § 342.57 now requires 14 days' written notice before adverse action against a registered medical cannabis patient, and raises the penalty tenfold.

The three written programs you do not have.

Minnesota did not adopt the federal exemptions. AWAIR, Employee Right to Know and hazard communication all reach a licensed cannabis facility — and OCM makes you attest at every renewal that your policies comply.

Fifty is an average, not a headcount

Counting to applicable large employer status, the two penalties, and the December 2024 law that most online summaries still miss.

Payroll software, PEO, or EOR

Three very different answers to one question: who is legally the employer of the person behind your counter?