News & Articles

  • 21 Aug 2019 9:37 AM | Jack Mackenzie (Administrator)

    Minnesota's minimum-wage rates will be adjusted for inflation beginning Jan. 1, 2020, to $10 an hour for large employers and $8.15 an hour for other state minimum wages.

    The current large-employer minimum wage, $9.86, will increase by 14 cents to $10. Other state minimum wages, including the small-employer, youth and training wages, as well as the summer work travel exchange visitor program wage, which are all currently $8.04, will increase by 11 cents to $8.15.

    As of Jan. 1, 2020:

    • Large employers must pay at least $10 an hour when the employer's annual gross revenues are $500,000 or more.
    • Small employers must pay at least $8.15 an hour when the employer's annual gross revenues are less than $500,000.
    • The training wage rate, $8.15 an hour, may be paid to employees younger than 20 years of age for the first 90 consecutive days of employment.
    • The youth wage rate, $8.15 an hour, may be paid to employees younger than 18 years of age.

    For 2020, an estimated 206,000 jobs will pay the $10 or $8.15 state minimum-wage rates. These rates will not apply to work performed in the cities of Minneapolis and St. Paul, which have higher minimum-wage rates.

    Projected number of minimum-wage jobs, 2020

    Jobs in state of Minnesota (not including Minneapolis and St. Paul)

    • Total jobs, 2020 = 2,425,000
    • Minimum-wage jobs, 2020 ($10 and $8.15) = 206,000 (8.5%)

    Note:  All figures are projections. Jobs include hourly and salaried jobs. Workers are counted once for each job they hold. Projections by Minnesota Department of Labor and Industry using Minnesota Department of Employment and Economic Development wage detail data.

  • 21 Aug 2019 5:17 AM | Jack Mackenzie (Administrator)

    By Dr. Chase Straw

    A practical option for mapping fairway soil moisture for improved irrigation decisions at your golf course

    Golf course superintendents often irrigate fairways based on feel. Despite sometimes adjusting percent run-times of individual heads to account for perceived dry and wet areas, “blanket” applications are typical. Using objective data to create soil moisture maps of your golf course’s fairways, as well as taking advantage of valve-in-head control (if applicable), could significantly reduce water consumption by programming your irrigation system to match soil moisture variability. This would involve assigning each irrigation head to a soil moisture class, as a result of their surrounding soil moisture values, and then creating a program for each class to irrigate together. “Dry” classes would get irrigated more frequently, “wet” classes would get irrigated less frequently, and an entire fairway will almost never get completely irrigated during one irrigation session. This process fits under the concept of “site-specific irrigation” or “precision irrigation.”

    In an effort to entice the utilization of soil moisture maps for improved irrigation decisions, and to allow for hands-on experience with mapping technologies, the University of Minnesota and the Minnesota Golf Course Superintendents Association (MGCSA) have collaborated to create a practical strategy for golf courses to map fairway soil moisture themselves. The University has prepared a detailed protocol that outlines step-by-step instructions to collect georeferenced soil moisture data with a GPS-equipped soil moisture meter (FieldScout TDR 350), which can then be used to create fairway soil moisture maps and irrigation zones with free mapping software. The protocol is estimated to take one person 2-3 days to complete an entire 18-hole golf course. Superintendents, staff members, interns, local high school golfers, etc. would all be capable of completing the protocol.

    The protocol is available to everyone and is applicable at any golf course. It can be downloaded for free HERE.

    Thank you to the Minnesota Golf Course Superintendents Association for their support developing the soil moisture mapping protocol.

    Chase Straw (cstraw@umn.edu) is a Postdoctoral Research Associate at the University of Minnesota.

  • 16 Aug 2019 6:18 AM | Jack Mackenzie (Administrator)

    Written By:  Jeremy P. Millsop | Aug 13th 2019, Brainerd Dispatch

    For 21 years, Matt McKinnon has walked, driven and bulldozed over the acres that make up Cragun’s Legacy Courses.

    As the head superintendent of the Legacy Courses, McKinnon has seen big events, big storms and perfect afternoons.

    The husband of Shelly and father of Austin and Blake took time away from a busy August schedule to tell us about preparing for a huge event in the CRMC Brainerd Lake Tour Showcase and much more.

    Q: The CRMC Brainerd Lake Tour Showcase is fast approaching Aug. 19-22, do you and your staff do anything special to the course for that event?

    MM: Generally, August is a busy month with a lot of events but three events we have are the PGA Juniors, Pro Am and Korn Ferry Tour. With these events it does trigger some special maintenance that we do not do every day.

    We do start rolling greens more consistently for smooth, faster greens. This year, with the showcase, we will be adjusting some of our height of cuts for certain areas of the golf course. We will also be doing some evening maintenance to provide a higher quality playing surface.

    Q: Why are the Legacy Courses at Cragun’s a good spot to host a Korn Ferry Tour Event?

    MM: The 36 holes at Cragun’s Legacy Courses made this decision easier. We are able to host The Showcase on The Dutch Course, while keeping Bobby’s open for the resort guests, members, and general public players. The large clubhouse, patio overlooking the course and large parking area will allow us to host an event of this size. We will have the post tournament banquet in The Event Pavilion and allow for guests to spend the entire day at the course, without ever leaving the property. 

    Q: Do you believe the Legacy Courses are challenging enough for that level of golf?

    MM: I feel that the golf course is challenging enough for the Showcase. We have many greens on the Dutch course with undulations and tough pin areas that can be used for the event. We also have many forced carry holes.

    Q: Can you make the course more difficult and would that be a wise thing to do considering it will go back to public play after the event?

    MM: I feel we can make the course more difficult just by pin and tee placement. The rest of it will come with the speed of the greens. Since we are a resort public golf course, we spend a lot of time each day making sure we do not have pins in the wrong area for general play.

    Q: You’ve been at Cragun’s for 21 years. You’ve seen the course grow into itself, what has surprised you most about the two championship courses?

    MM: I think the course matures a little bit each year. Since I started working here in 1998, we have seen our fair share of storms in the summer. The storm of 2015 I feel was an eye-opening experience. After losing a couple thousand trees, the course just matured from the sunlight that it had not seen before. That really surprised me. Now today you would not even know that the golf course had a major storm four years ago. I feel the course really changed for the better. I love hearing that people had a great experience playing here. It does make me feel proud to be a part of making this place great.

    Q: Is there a spot on the property or a golf hole that you enjoy more than the rest?

    MM: My favorite area of the two courses is on the back of Bobby course. I think the views are great especially coming into 13 through 18. I like the shaping of the course, taking into consideration the surrounding landscape and tying it all together, so it looks very natural.

    Q: While the golf season is half over, it’s never too late to educate golfers on proper course etiquette. What are some things you wish the golfing public would know to make your life easier?

    MM: We spend a lot of time on divots and ball marks. They are a constant battle on the course all season, but the two times of the year that is the hardest is the spring and late fall. Due to the cooler weather and soil temperatures it takes a lot longer for them to heal up than any other time of the year. If you take a divot and it does not explode apart you should just place it back down and step on it as it will heal itself a lot quicker than seed and soil.

    Q: At this point in the golf season what are a course superintendent’s biggest concerns?

    MM: For myself this year is the showcase event. This event is very important to me to do a great job and hopefully see the area get more recognition for all the great golf courses. The weather in August drives me crazy as a lot of things can change a golf course in a matter of hours. With the typical August heat and humidity, you could develop disease or get the heavy rains that we sometimes see that can wreck your day with bunker washouts to flooding.

    Staffing is another concern going in to this time of the year. It is hard to find staff to maintain the golf course. I am very fortunate to have a lot of hard-working and dedicated staff return year after year to make this place great. The last three years we have been using international students to help maintain the course. Without these students, it would be a struggle to get things done. It takes a small army to maintain the Legacy Courses.

    Q: Can you go out and enjoy a round of golf at Cragun’s or does it turn into a nit picking session about things you would want to fix or change?

    MM: Honestly, I have a hard time golfing at the Legacy. I spend a lot of time here all year and to come back to golf is more like work to me. I try to play with my family at other courses. I really love the game, but as I get older and only have so much time in a day, I would rather spend it with family.

    Q: What are some of the more challenging aspects of your job?

    MM: Managing maintenance of the course around play. We only mow 100% of the course twice a week ahead of play. So, when the rain comes, or an all course shotgun is scheduled sometimes things do not get mowed. I like consistency in maintenance, I feel it is where quality comes from.

    *Q: How much has course management changed since you started at Cragun’s? Has science and technology made your job any easier?

    MM: Staffing and budget has probably made the biggest change for us as it is hard to find staff. We have made some changes with how we maintain the course and have had to become more efficient at what we do. Every year, we must re-evaluate how we do things to get better at what we do. Growth regulators have helped us manage the courses a lot different over the years. If it was not for them, we could not mow the course only twice a week. Wetting agents have also made our job easier as this golf course is built on sand. Wetting agents have given us the ability to provide a firm surface without having to dry out the course completely.

    Q: The idea for another course at Cragun’s has been mumbled about for a few years now. You were part of Bobby’s Legacy construction and the reconstruction of a few holes. Are you up for another course?

    MM: I started working here six months after the Dutch Course was started, so I have seen the whole place from the dirt moving onto the finishing of the courses. At this point they have me busy with other areas of the property. In a few years if they decided to go ahead with another course, I would like to be part of that.

    Q: In your opinion, when’s the best time to be out on the golf course -- early in the morning or in the afternoon?

    MM: I really like the early mornings on the course. You don’t have to worry about being in the golfer’s way and you can look at anything you need to. In the morning, with the dew on the turf, you can tell a lot about the course. On the other hand, I prefer to play golf in the afternoon

    Q: It was always joked about that when winter came around Scott Hoffmann could always be found ice fishing. How do you unwind from a long, busy golf season?

    MM: I really like hanging out with my family. Most days in the summer I maybe get a couple of hours to see my family so come winter we are always together when we have the chance. I like working on projects around home as it takes my mind away from the course even in the winter. Surprisingly there is stress/concern about the course in the winter.

  • 12 Aug 2019 1:18 PM | Jack Mackenzie (Administrator)

    Plaisted Companies, Inc

    Elk River, MN:  Plaisted Companies, Inc. is excited to announce that they have awarded three scholarships, one student of which, will be attending Penn State this coming fall.  Cole Petrick of Benson, Minnesota, was awarded a $1,500 scholarship towards his education at Penn State University.  Petrick is attending Penn State and hopes to obtain a major in Golf Course Turfgrass Management. 

    Petrick ranked 30 out of 49 students in his class, was captain of his football team and lettered in both football and golf.  He was awarded the 6-year award, Academic Silver Award and the Academic Silver Team Award for football.  He also competed at the state level for Clay Target.  Cole is an avid volunteer at his church, youth football clinics and youth golf clinics and has participated in multiple food drives. 

    When we asked Cole why he thought he deserved this scholarship, his response was “I want to do more than just graduate and get a job.  I want to help improve the game of golf for everyone.”  We know he’ll do big things with his future career as a Golf Course Superintendent! 

    The Plaisted Companies Scholars program awarded a total of $3,000 in 2019 and plans to do so every year moving forward. 

    About Plaisted Companies, Inc.:  Plaisted Companies, Inc. was founded in 1990 by Todd Plaisted.  We supply the finest sand and gravel products in our Elk River mining reserve supply area golf courses and athletic fields with the finest quality construction sands and maintenance products in the region.  With over 120 full-time employees, Plaisted Companies is known for our legendary customer service, offering a professional, friendly and honest experience.


  • 08 Aug 2019 3:44 PM | Jack Mackenzie (Administrator)

    By Conrad Engstrom at Golf Course Trades

    Replacing a legend is hard.

    Lucian Greeninger faces that challenge this year, becoming the new golf and grounds superintendent at Madden’s On Gull Lake. The 54-year-old Greeninger replaced Scott Hoffmann, who was Madden’s for over 40 years and designed The Classic golf course at Madden’s.

    “There are some pretty big shoes to fill,” Greeninger said. “I really did not come in to change anything. This is very much a learning year for me.”

    Hoffmann is still around. He can be found playing The Classic at Madden’s from time to time and has been giving Greeninger advice on how to operate not only the golf but the resorts.

    “The golf courses I feel real comfortable with,” he said. “There’s certain things on the property that aren’t quite on my radar and (Hoffmann) has been a big help.”

    Growing up, Greeninger thought he wanted to study to be an electrician. However, he worked at Wayzata Country Club in high school and fell in love with aeration and golf course construction.

    Instead of pursuing a career as an electrician, Greeinger went to Michigan State for their turf program for a career in golf. He interned at Hazeltine National Golf Club in Chaska in 1987, four years before they were poised to host the 1991 US Open.

    From there, he got in touch with Mike Morley. Morley has designed some Brainerd lakes area courses including in The Preserve in Pequot Lakes and Golden Eagle Golf Club in Fifty Lakes.

    Greeninger worked at Golden Eagle and constructed it from the ground up. He moved up to Fifty Lakes through his connection with Morely.

    Golden Eagle opened in 2001, but Greeninger started construction in 1999. He later became the superintendent at Golden Eagle, a title he held until last fall.

    The transition to Madden’s has been a little challenging for Greeninger. The other properties and golf courses he’s worked at in the past are ones he built from scratch.

    “I knew everything in the ground, I can picture the drainage and aeration,” he said about what it’s been like at Madden’s compared to Golden Eagle. “(Madden’s) has the three and a half courses, plus all the resort property where I know very little.”

    The returning staff at Madden’s made it easier for Greeninger to start. Assistants on the East and West Courses at Madden’s as well as crews at the resorts and a separate crew at The Classic made for a lot of new people to meet.

    Greeninger and his wife live in Crosslake and he hopes that Madden’s will be his last job before he rides into retirement. He wanted the challenge of being superintendent at Madden’s and is taking it on head first.

    “I’m looking forward to taking care of whatever Madden’s wants to me to do for the next 12 years,” he said.

    One of the factors for hiring Greeninger as superintendent was his construction experience on golf courses. That experience helps with any remodeling that may need to be on any of the three courses at Madden’s if necessary.

    “I’m learning something new on the property everyday,” he said. “That’s been the goal through the winter.”

  • 08 Aug 2019 12:34 PM | Jack Mackenzie (Administrator)

    Accepting online submissions for the 11th annual professional development program for superintendents

    GREENSBORO, N.C., USA, July 30, 2019 –  Applications for the 2019 Syngenta Business Institute (SBI) program are due Aug. 13. Golf course superintendents can apply online to attend the popular professional development program.

    During the three-day program, faculty from the nationally ranked Wake Forest University School of Business will focus on key topics, such as financial management, navigating generational and cultural differences, leadership skills, effective communication and negotiation tactics.

    “Since its inception, more than 250 superintendents have graduated from SBI, where they gained important business management skills and closely networked with other superintendents,” said Stephanie Schwenke, turf market manager for Syngenta. “We’re excited to offer this program to a new group of superintendents this year and see how they use the lessons they learn at SBI to grow their leadership skills.”

    The program will be held Dec. 3-6, 2019, in Winston-Salem, North Carolina. Approximately 25 superintendents will be selected to attend from those who apply on or before Aug. 13, 2019.


    "People told me about the Syngenta Business Institute before, but it was even better than I expected,” said KD Davis, CGCS at Royal Oaks Country Club in Dallas, Texas, who attended SBI in 2018. “Usually these events are focused on managing turf, but this gave us tools to become better leaders. It’s worth every effort to apply and is a great investment of your time."

    To apply for SBI by Aug. 13, visit GreenCastOnline.com/SBI. Superintendents can also contact their local Syngenta territory manager for more information. To be considered, candidates must fill out an application, which includes a short essay on why they should be selected to attend SBI. Selected participants will be notified in October.

    Join the conversation on Twitter with @SyngentaTurfby using #SBI19.

    About Syngenta

    Syngenta is one of the world’s leading agriculture companies. Our ambition is to help safely feed the world while taking care of the planet. We aim to improve the sustainability, quality and safety of agriculture with world class science and innovative crop solutions. Our technologies enable millions of farmers around the world to make better use of limited agricultural resources. With 28,000 people in more than 90 countries we are working to transform how crops are grown. Through partnerships, collaboration and The Good Growth Plan we are committed to improving farm productivity, rescuing land from degradation, enhancing biodiversity and revitalizing rural communities. To learn more visit www.syngenta.com and www.goodgrowthplan.com. Follow us on Twitter at www.twitter.com/Syngenta and www.twitter.com/SyngentaUS.

  • 19 Jul 2019 7:00 AM | Jack Mackenzie (Administrator)

    Par Aide Products Co. Acquires FusionCast

    Lino Lakes, MN – June 17, 2019 – Par Aide Products Co, (Par Aide), the worldwide leading manufacturer of golf course accessories, announced that it has acquired FusionCast, a custom engineered metal signage casting company located in Cambridge, Ontario (Canada). The purchase adds to Par Aide’s line of golf course accessories designed to assist golf course management around the world in creating the ideal experience for golfers. 

    “The acquisition of FusionCast is a perfect fit for Par Aide and gives us incredible opportunities to further support our customers branding of their facilities by equipping their courses with the revolutionary and patented signage that FusionCast has invented.” Said Dan Brown, Sales & Marketing Manager at Par Aide. “FusionCast’s proprietary process of casting bronze and aluminum signs is done by “fusing” metal to high-density urethane, creating an elegant product that mimics solid metal, but with added benefits only available through FusionCast. This unique process is a more economical alternative to cast metal products, lighter and easier to ship, eco-friendly and offers a durability equal to that solid bronze and aluminum.” 

    To ensure the highest level of customer service and quality control, Par Aide will be moving the assets and casting process of the Canadian based company to their world headquarters in Lino Lakes, MN. 

    About Par Aide 

    Since 1955, Par Aide has been providing superior golf course accessories "Wherever Golf is Played." The family-owned company offers a full line of premium golf course accessories, including tee, green and practice area products, tools, and signage. Headquartered in Lino Lakes, Minn., with warehouses also located in Holland and Singapore, Par Aide distributes products to golf courses through a worldwide network of dealers. For more information, visit www.paraide.com

    About FusionCast 

    Since 2008, FusionCast has been providing an alternative to traditional foundry produced cast bronze and aluminum signs and plaques with a proprietary technology that fuses metal with high-density urethane. With clientele reaching golf courses across the globe, FusionCast products have become a top choice for complete club signage solutions. For more information visit www.fusioncast.com 

  • 08 Jul 2019 7:18 AM | Jack Mackenzie (Administrator)

    On July 4th, Donnacha and Holly O’Connor received a phone call that no parent ever wants to receive – “your daughter has been involved in a serious accident!”
    Onna O’Connor, their 20 year-old daughter was involved in a terrible motor scooter accident in Thailand. While visiting near Ko Samui, Thailand she was thrown from the motor scooter she was riding and suffered a number of serious injuries including:
    ·     Fractured skull
    ·     Fractured vertebrae
    ·     Broken ribs
    ·     Punctured lung
    ·     Liver and kidney damage
    ·     Facial lacerations
    ·     Significant road rash
    She has been in the Intensive Care Unit at Bangkok Hospital Samui and received blood transfusions and, fortunately, has somewhat stabilized. 
    Onna has a long recovery ahead and will certainly need significant healing thoughts and prayers. Onna is expected to be in the hospital for the next couple weeks and, due to her injuries, she will not be able to travel home for two to three months.   
    Her father, Donnacha, flew to Thailand and has been with her for the past couple days.  Her mother, Holly, is hoping to fly to Thailand in the days ahead so Donnacha can return to work and care for their other two daughters while Holly is with Onna during her recovery. 
    The O’Connor family will incur a significant financial burden as Onna recovers in Thailand prior to healing enough to travel home to Minnesota.  

    Please help the O’Connor family and make a monetary donation to assist them as Onna recovers in order to come home to her family and friends!

    Wee One has also been notified for their support.

    Link to GoFundMe support opportunity

  • 25 Jun 2019 8:33 AM | Jack Mackenzie (Administrator)


    This document constitutes guidance on general rights and responsibilities of employers and employees and related issues pursuant to Minneapolis Code of Ordinances Title 2, Chapter 40, Article IV (Municipal Minimum Wage Ordinance).

    This document is intended to provide the public with information about how The Minneapolis Department of Civil Rights (“the Department”) may guide its personnel in processing and investigating charges and interpreting the Municipal Minimum Wage Ordinance.

    Effective Date: The Municipal Minimum Wage Ordinance takes effect Jan. 1, 2018. Frequently Asked Questions were most recently revised December 1, 2017.

    Scope: This document provides general information and guidance on the implementation and enforcement of the City’s Municipal Minimum Wage Ordinance. Employers and employees may have additional rights under other local, state, or federal laws. This guidance does not address employer or employee rights or obligations with respect to these other laws.

    1.) Q: What is the minimum wage ordinance?
    The minimum wage ordinance sets a new hourly minimum wage standard for work performed

    in Minneapolis.

    Find the City of Minneapolis geographical boundaries here:

    http://cityoflakes.maps.arcgis.com/apps/PublicGallery/map.html?appid=4172cd1ed97749a6a4623dd7a a5a246f&webmap=0e9be43abc834e85bc6ad003d9358c76

    Find out if an address is inside or outside of Minneapolis here:


    Department of Civil Rights

    350 S. Fifth St. - Room 239 Minneapolis, MN 55415

    TEL: 311 or 612.673.3012

    2.) Q: What are wages?

    A: Wages include salary, hourly pay, piece rate pay, commissions, and non-discretionary performance bonuses. Tips and employer payments toward medical benefits plans are not wages.

    The costs of the following items are not considered wages: 1) uniforms or specially designed clothing required by an employer which is not appropriate for use except in that employment; 2) equipment used in the course of employment, except tools of a trade, a motor vehicle, or other equipment which may be used outside the employment; 3) consumable supplies required in the course of the employment; or 4) or travel expenses in the course of employment, except for those incurred in traveling to or from the employee’s residence. An employer may not deduct these items from an employee’s paycheck if those deductions reduce the employee’s wages below minimum wage.

    Employers found to have implemented a system of excessive payroll deductions for the purpose of circumventing the minimum wage law may be found to be in violation of the ordinance.

    3.) Q: What is an hour for purposes of the minimum wage law?
    Employees must be paid for all time for which the employee performed work for the

    employer’s benefit.

    4.) Q: Do tips count toward the minimum wage?

    A: Tips and gratuities do not affect the new minimum wage owed to employees. No employer may directly or indirectly credit, apply, or utilize gratuities towards payment of the minimum wage.


    Tina is a server at a restaurant in Minneapolis. On average, she receives about $8 an hour in tips. Does that count towards the minimum wage her employer must pay her? No, it does not. The employer must pay her at least the minimum wage--not counting tips or gratuities.

    Note: State law regulates “tip pooling.” Please see http://www.dli.mn.gov/ls/TipsCredit.asp or contact the Minnesota Department of Labor and Industry for information on compliance with State law.

    5.) Q: Who is considered an employee subject to the minimum wage ordinance?

    A: An employee is any person who performs work for an employer for compensation, unless otherwise excluded by the ordinance. Persons who are exempt from the state minimum wage under Minnesota Statute Section 177.23 (the state minimum wage law) are also exempt from the Minneapolis minimum wage. Additionally, a) independent contractors and b) certain workers participating in a Minnesota Department of Employment and Economic Development program for persons with disabilities are also exempt from the minimum wage ordinance. Note: The definition of employee in the Minneapolis Minimum Wage Ordinance is not the same as the definition of employee in the Minneapolis Sick and Safe Time Ordinance.

    6.) Q: Do part-time, seasonal, or temporary personnel count as employees?

    A: Yes. Full-time, part-time, seasonal, and temporary staff, and persons who are jointly employed by one or more employers (e.g. employees hired through the services of a staffing agency or similar entity) can all be employees, if they fall into the definition above.

    7.) Q: What is an independent contractor?

    A: Simply labeling someone an independent contractor does not make it so. Whether a person is an ‘independent contractor’ is determined on a case-by-case basis based upon a variety of facts, including but not limited to, the extent to which the independent contractor retains supervision, direction, and control over the work and the means to complete it. For more information about what makes an employee an ‘independent contractor’, please see the State of Minnesota Administrative Rules part 5200.0221, available here: https://www.revisor.mn.gov/rules/?id=5200.0221.

    8.) Q: What if employees based outside of Minneapolis pass through Minneapolis as part of their job?

    A: The minimum wage does not apply to workers who pass through Minneapolis without making any work-related stops.

    9.) Q: What if an employee based outside of Minneapolis works within Minneapolis on an occasional basis?

    A: If an employee works two or more hours within the City in a particular week, the employee must be paid at least the minimum wage for the time worked within the City. Employees who work less than two hours in a particular week within the City are not covered by the ordinance.

    10.) Q: Does the ordinance apply to an employer who isn’t located in Minneapolis but has an employee performing work in Minneapolis?

    A: Regardless of where an employer is located, it must pay at least the Minneapolis minimum wage rate, for time worked in the City of Minneapolis, to any employee who performs at least two hours of work in a calendar week within the City of Minneapolis. For purposes of this rule, a calendar week runs from Monday to Sunday.

    11.) Q: How does an employer know how much time an employee spends working within the City limits?

    A: An employer may make a reasonable estimate of an employee’s time spent working in the City for purposes of determining if any employee has performed at least two hours of work in a calendar week within the City. Documentation of how the reasonable estimate was derived may include, but is not limited to, dispatch logs, delivery addresses and standard estimated travel times, or historical averages. Smart phone apps also exist for the purpose of GPS location and payroll time tracking.

    12.) Q: How much is the Minneapolis minimum wage?

    A: Until July 1, 2024, the minimum wage rate depends upon an employer’s size, as defined by total number of workers. See questions 13, 14, and 15 below. The required minimum wage rate will increase until reaching $15 and then continue increasing yearly to account for inflation. Here is a schedule of the initial increases:

    Jan. 1, 2018 July 1, 2019 July 1, 2021 Jan. 1, 2023 Jan. 1, 2024

    13.) Q: What

    Large business

    Increase indexed to inflation Increase indexed to inflation

    Small business

    $11 $12.50

    July 1, 2018

    $11.25 $10.25

    July 1, 2020

    $13.25 $11.75

    July 1, 2022

    $15 $13.50

    July 1, 2023


    July 1, 2024

    Equal to large business

    is a “large business” under the minimum wage ordinance?

    A: “Large business” means all employers that had more than one hundred (100) persons performing work for compensation in the previous calendar year. To calculate the size of a business, please see question 15.

    14.) Q: What is a “small business” under the minimum wage ordinance?

    A: “Small business” means all employers that had one hundred (100) or fewer persons performing work for compensation in the previous calendar year. To calculate the size of a business, please see question 15.

    15.) Q: How do I determine my business size under the minimum wage ordinance?

    A: To determine an employer’s size, count the total number of persons performing work for compensation. Add each person per week for each week of the previous calendar year and divide by 52. Include full-time, part-time, jointly-employed, paid interns, seasonal, and temporary workers, no matter where they are located. This calculation determines whether an employer is considered “large” or “small” for purposes of the ordinance (see questions 13 and 14). If an employer is a franchise or a full-service restaurant, see questions 18 and 19 below.

    Scenario (a):

    Robot World, a business in Minneapolis, employed 30 full-time workers, 22 part-time workers, and two temp workers each week last year. Robot World averaged a total of 54 (30 + 22 + 2) workers per week. It is a “small business” for purposes of the minimum wage ordinance because 54 is less than 100. (See also, question 14.)

    Scenario (b):

    Tree World is a business in Minneapolis. It is open all year round, but there is a lot of variation in the number of persons working during the year. For 12 weeks of the year, it employs 150 full-time workers. During the slowest 10 weeks, it only employs 25. For the remaining 30 weeks, it employs 50 workers.

    Tree World has to do some math. It looks like this:

    12 weeks x 150 workers = 1,800 10 weeks x 25 workers = 250
    30 weeks x 50 workers = 1,500

    1,800 + 250 + 1,500 = 3,550

    Divide 3,550 by 52 (weeks in a year) to get the average number of employees, like this: 3,550 / 52 = 68.27 employees (weekly average for one year)

    Because 68.27 is less than 100, Tree World is a “small business” under the minimum wage ordinance. (See also, question 14.)

    16.) Q: For purposes of determining business size, do owners or members of boards count?

    A: In most circumstances, individuals who are proprietors, partners, officers, members of boards of directors, or major shareholders are not counted. However masking a worker with one of these titles does not prevent them from qualifying as workers, and the following factors can be considered:

    • Whether and, if so, to what extent the organization supervises the individual's work

    • Whether the individual reports to someone higher in the organization

    • To what extent the individual is able to influence the organization

    • Whether the parties intended that the individual be an employee, as expressed in

      written agreements or contracts

    • Whether the individual shares in the profits, losses, and liabilities of the organization

    20.) Q: I am part of a city-approved training or apprenticeship program. Does the minimum wage apply to me, too?

    A: Yes it does apply, but there are some special considerations. For city-approved training and apprenticeship programs, employers must pay employees under the age of twenty (20) not less than eighty-five (85) percent of the minimum wage rate, rounded up to the nearest nickel, for the first 90 days of employment. After the first 90 days, the employer must pay no less than the applicable minimum wage rate.


    Jade, age 18, just started work at a city-approved training program at a large business in Minneapolis. What is the minimum wage the employer must pay Jade?

    On Jan.1, 2018, the minimum wage for large businesses will be $10 an hour. For Jade’s first 90 days at the training program, the employer must pay her at least $8.50 an hour (or 85 percent of the applicable minimum wage). After 90 days, the employer must pay her at least $10 an hour (the applicable minimum wage rate for large employers in 2018).

    21.) Q: How does an employer become a city-approved training or apprenticeship program (for the purposes of the Minneapolis Minimum Wage Ordinance)?

    A: Applications are available to download at http://minimumwage.minneapolismn.gov/employer-resources.html. Any employer may apply to become a city-approved training or apprenticeship program (for purposes of the Minneapolis Minimum Wage Ordinance) by completing an application and emailing it to minwage@minneapolismn.gov. Applicants will receive confirmation of their submission and directions regarding any next steps within several business days. Applications are evaluated by the Minneapolis Department of Community Planning and Economic Development (CPED).

    Criteria for approved youth training programs is developed by CPED and approved by the city's Workforce Investment Board with input from current service providers. A complete listing of the criteria is available online at http://minimumwage.minneapolismn.gov/employer- resources.html. The criteria should be reviewed by applicants before submitting an application.

    Note: a listing of all city-approved training or apprenticeship programs is also available for download at http://minimumwage.minneapolismn.gov/employer-resources.html.

    22.) Q: Does the minimum wage law apply regardless of an employee’s Immigration status?

    A: Employees are covered under the minimum wage ordinance regardless of their immigration status. The Minneapolis Department of Civil Rights will process an employee's report of suspected violation without regard to his or her immigration status. An employee filing a report will not be questioned about his or her immigration status. Additionally, if an employer were to suggest to a person that, if they file a wage claim or complaint, the employer will report suspected citizenship or immigration status of an employee or a family member to a government agency, this would be considered retaliation, which is also a violation of the ordinance.

    23.) Q: Can minimum wage requirements be waived by an employee or her representative? A: No.
    24.) Q: Are collective bargaining agreements exempt?

    A: No. Employers operating under a collective bargaining agreement (CBA) must pay all employees at least the minimum hourly wage.

    25.) Q: Are employers required to post notices for employees?

    A: Yes. Employers must display a workplace notice poster within each of their facilities in Minneapolis in a visible and accessible location. The poster should be displayed where employees can easily read it. Employers must display the poster in English and in each of the primary language(s) spoken by employees at the particular workplace, if published by the Department. Please find notice posters in a variety of languages here: http://minimumwage.minneapolismn.gov/employer-resources.html.

    26.) Q: What documents are employers required to keep?

    A: Employers are required to keep records showing the wages paid to each employee and the number of hours worked by each employee for at least three years. Employers must allow employees to see these records on request. Employers must also allow the Civil Rights

    Department (“Department”) to inspect these records on request to monitor compliance with the law.

    27.) Q: If an employee believes an employer failed to pay at least the minimum wage rate, may the employee file a report?

    A: Any employee or person may report an alleged violation of the Ordinance, using the Department’s “Report of Violation” form, to the Minneapolis Department of Civil Rights Labor Standards Enforcement Division online at minimumwage.minneapolismn.gov or in person at Minneapolis City Hall room 239.

    “Report of Violation” forms may also be requested and returned by U.S. mail or email. For more information (or to report anonymously), call 311 or email minwage@minneapolismn.gov.

    28.) Q: How will the minimum wage ordinance be enforced by the City?

    A: Enforcement of the ordinance is the responsibility of the Director of the Minneapolis Department of Civil Rights. Enforcement is complaint based; however the Department also has broad authority to proactively investigate possible violations and issue fines as necessary to gain compliance.

    As in other types of labor law enforcement, compliance reviews and investigations may be utilized to identify all affected employees and protect the anonymity of complainants. Damages and civil penalties will be imposed to make employees whole. Administrative fines may also be imposed. Repeat or intentional violators will receive harsher penalties.

    Violations of the ordinance may also result in license sanctions, up to and including revocation of a business license by the City of Minneapolis. All legal options and penalties to gain compliance, including enforcement in a court of law, will be considered.

    29.) Q: I want to report a violation, but I’m afraid of retaliation. What should I do?

    A: Retaliation against an employee for exercising or attempting to exercise any rights available under the Municipal Minimum Wage Ordinance is strictly prohibited. Material changes in job duties or hours, formal disciplinary action such as documented warnings, or employment termination may be considered retaliatory. Aggressive enforcement to protect employees’ rights will be pursued by the Department in these types of cases.

    30.) Q: Where can I get more information?
    Online: minimumwage.minneapolismn.gov Phone: (612) 673-3000 (311) or (612) 673-2157 (TTY)

    Email: minwage@minneapolismn.gov
    Labor Standards Enforcement Division staff in the Minneapolis Department of Civil Rights will promptly respond to concerns, provide technical assistance, or answer questions from anyone.

  • 01 May 2019 5:41 AM | Jack Mackenzie (Administrator)


    Contact Information: 

    EPA Press Office (press@epa.gov

    WASHINGTON – Today, the U.S. Environmental Protection Agency (EPA) is taking an important step in the agency’s review of glyphosate. As part of this action, EPA continues to find that there are no risks to public health when glyphosate is used in accordance with its current label and that glyphosate is not a carcinogen. The agency’s scientific findings on human health risk are consistent with the conclusions of science reviews by many other countries and other federal agencies. While the agency did not identify public health risks in the 2017 human health risk assessment, the 2017 ecological assessment did identify ecological risks. To address these risks, EPA is proposing management measures to help farmers target pesticide sprays on the intended pest, protect pollinators, and reduce the problem of weeds becoming resistant to glyphosate.

    “EPA has found no risks to public health from the current registered uses of glyphosate,” said EPA Administrator Andrew Wheeler. “Today’s proposed action includes new management measures that will help farmers use glyphosate in the most effective and efficient way possible, including pollinator protections. We look forward to input from farmers and other stakeholders to ensure that the draft management measures are workable, realistic, and effective.”

    “If we are going to feed 10 billion people by 2050, we are going to need all the tools at our disposal, which includes the use the glyphosate,” U.S. Secretary of Agriculture Sonny Perdue said. “USDA applauds EPA’s proposed registration decision as it is science-based and consistent with the findings of other regulatory authorities that glyphosate does not pose a carcinogenic hazard to humans.”

    Glyphosate is the most widely used herbicide in U.S. agriculture and has been studied for decades.  Glyphosate is used on more than 100 food crops, including glyphosate-resistant corn, soybean, cotton, canola and sugar beet. Non-agricultural uses include residential areas, aquatic areas, forests, rights of way, ornamentals and turf. 

    Once the Federal Register notice publishes, the public will be able to submit comments on EPA’s proposed decision at www.regulations.govin docket # EPA-HQ-OPP-2009-0361. Public comments will be due 60 days after the date of publication in Federal Register. EPA’s responses to the comments received on the draft ecological and human health risk assessments and the benefits assessment will be in the docket.

    For more information about glyphosate, including today’s proposed interim decision and supporting documents, visit: https://www.epa.gov/ingredients-used-pesticide-products/glyphosate.

    The glyphosate draft risk assessments and supporting documents can be found at: https://www.epa.gov/ingredients-used-pesticide-products/draft-human-health-and-ecological-risk-assessments-glyphosate.

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