Resources on MDHR Website
Technical Guidance on Best Practices
Contract Compliance
- Contract Compliance Introduction
- Affirmative Action Plan—How To
- Worksheets for submitting monthly reports
- Contractor status report
Criminal Background Checks
- "Ban the Box" Amendment to Minnesota Statute 364
- Minnesota's History of Criminal Background Checks in Employment
- FAQ about "Ban the Box"
- Examples of Occupations Excluded from the "Ban the Box" Law
- Video message from Commissioner Lindsey on "Ban the Box"
Guidance: Minnesota's Same-Sex Marriage Law
- MDHR Guidance for Employers & Employees
- FAQ: Minnesota's Same-Sex Marriage Law
Mistakes Employers Make
- Improper Medical Questions
- Reprisal
Other Web Sites
*Note: clicking a link below will take you to an external web site.*
Minnesota Human Rights Law and Minnesota Civil Rights Agencies
- Saint Paul Human Rights Department
for contractors doing business with the city of Saint Paul - Minneapolis Civil Rights Department
For contractors doing business with the city of Minneapolis. - Minnesota Statutes §363A - The Minnesota Human Rights Act
Federal Laws that Prohibit Discrimination in Employment
- ADA FAQ for Employers
- The Americans with Disabilities Act: A Primer for Small Business—Handbook that includes What to do if someone files a charge against your business, Hiring Do's and Don'ts, and Getting Medical Information from Employees
- The Americans With Disabilities Act (ADAA) Amendments Act of 2008—This law makes several significant changes, including changes to the definition of the term disability.
- The Age Discrimination in Employment Act of 1967—The ADEA prohibits employment discrimination against persons 40 years of age or older.
- Title VII of the Civil Rights Act of 1964—prohibits employment discrimination based on race, color, religion, sex and national origin.
- Titles I and V of the Americans with Disabilities Act of 1990 (ADA)—prohibits employment discrimination against qualified individuals with disabilities. Since July 26, 1994, Title I has applied to employers with 15 or more employees. Title V contains miscellaneous provisions which apply to EEOC's enforcement of Title I.
- EEOC Uniform Selection Guidelines Questions and Answers—
The guidelines are designed to aid in the achievement of our nation's goal of equal employment opportunity without discrimination on the grounds of race, color, sex, religion or national origin. - Workplace Laws Not Enforced by the EEOC
- Pre-employment inquiries about citizenship