The below content should be reviewed in conjunction with the in-depth federal coverage of this topic provided above.
Author: Mark Mathison,Gray Plant Mooty
- Minnesota has a private sector labor relations statute, known as the Minnesota Labor Relations Act (MLRA), but the MLRA is broadly preempted by the National Labor Relations Act, making it mostly inapplicable for nearly all private sector employment. See Minnesota Labor Relations Act.
- Application of the MLRA is generally limited to very small employers that do not fall within the jurisdiction of the National Labor Relations Board. See Minnesota Labor Relations Act.
- Application of the unfair labor practices prohibited by the MLRA, however, is much broader since they also apply to virtually all public sector employers, employees, and unions. See Minnesota Labor Relations Act.
- Minnesota's Public Employment Labor Relations Act (MNPELRA) governs labor relations between most public employees and their employers. See Minnesota Public Employment Labor Relations Act.
- The grant of collective bargaining rights under MNPELRA extends to most public employees, including supervisors, professional employees and court employees. See Minnesota Public Employment Labor Relations Act. A separate statute, the Charitable Hospitals Act (CHA), governs "charitable hospitals owned by a political subdivision of the state. See Charitable Hospitals Act.
- Both MNPELRA and the CHA are administered by the Minnesota Bureau of Mediation Services. See Minnesota Public Employment Labor Relations Act.
- Minnesota has a labor relations anti-injunction statute that protects employees' right to organize that is generally applicable only where the federal labor law does not reach, such as, primarily, in the public sector. See Minnesota Labor Disputes Injunction Act.