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OSHA30Construction Online Training in Minnesota

Minnesota’s official “State Plan” is executed by the Minnesota Occupational Safety and Health Administration (MNOSHA), which the Minnesota Department of Labor and Industry administers.

The Minnesota State Plan applies to both state and municipal government employees as well as workplaces in the State’s private sector, with the following exceptions:

  1. Offshore maritime employment;
  2. The enforcement of the field sanitation standard, 29 CFR 1928.110, and the enforcement of the temporary labor camps standard, 29 CFR 1910.142, concerning any agricultural establishment where workers are engaged in “agricultural employment” within the meaning of the Migrant and Seasonal Agricultural Worker Protection Act, 29 U.S.C. 1802(3) – regardless of the number of workers – including workers engaged in hand packing of produce into containers, whether done on the ground, on a moving machine, or in a temporary packing shed, except that Minnesota retains enforcement responsibility over agricultural temporary labor camps for workers engaged in egg, poultry, or red meat production, or the post-harvest processing of agricultural or horticultural commodities;
  3. Any establishment owned or operated by an Indian tribe or an enrolled member of an Indian tribe within an Indian reservation or on lands held in trust by the Federal Government. (Non-Indian businesses on reservations and trust lands are covered by the State);
  4. Contract employees and contractor-operated facilities engaged in United States Postal Service mail operations;
  5. Employment on land under exclusive federal jurisdiction adjacent to land formerly occupied by the Twin Cities Army Ammunition Plant. (The land formerly occupied by the plant is under State jurisdiction); and
  6. All working conditions of aircraft cabin crew members onboard aircraft in operation.

The enforcement of the safety and health requirements falls under the purview of MNOSHA. Therefore, the MNOSHA directives serve as the program’s direction for enforcement.

Unique State Plan Standards

MNOSHA has adopted the majority of OSHA standards by reference; however, the State Plan has also adopted some exceptional standards, including but not limited to:

General Industry

  • Personal Protective Equipment
  • Walking, Working Surfaces
  • Vent Pipe Outlets
  • Indoor Ventilation and Temperature in Places of Employment
  • Carbon Monoxide Monitoring
  • Illumination
  • Exit and Emergency Lighting
  • Ventilation for Garages
  • Window Cleaning
  • Machine Guarding
  • Hazardous Substances
  • Harmful Physical Agents
  • Infectious Agents
  • Safe Patient Handling
  • A Workplace Accident and Injury Reduction (AWAIR) Program

Construction

  • Demolition
  • Spray Painting of Building Interiors
  • Wire Rope Clips
  • Walking, Working Surfaces
  • Carbon Monoxide Monitoring
  • Cranes, Hoists, and Derricks
  • Warning Signs at Construction or Engineering Projects
  • Sanitation
  • Motorized Self-Propelled Vehicles
  • Powered Industrial Trucks
  • Servicing Multi-piece and Single Piece Rim Vehicles
  • Operation of Mobile Earth-Moving Equipment
  • Elevating Work Platform Equipment
  • Hazardous Substances
  • Harmful Physical Agents
  • Infectious Agents
  • A Workplace Accident and Injury Reduction (AWAIR) Program

Workers in Minnesota who opt for supervisory or managerial roles in the construction industry must take Online OSHA 30 training in Minnesota since Federal OSHA and most employers mandate it prefers OSHA 30 certified employees to those without prior training.

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Unlock the best site safety procedures and prevention measures through OSHA 30-Hour Construction Training and save yourself and your company from serious OSHA violations.
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$189 $150

OSHA30Construction training online is crucial since it plays a significant role in preventing illnesses, accidents, mishaps, and fatalities by upgrading workers’ awareness and knowledge regarding potential workplace hazards. In addition, investing in OSHA 30 training provides several benefits, including:

  • Preventing OSHA penalties and serious charges.
  • Reducing workers’ compensation costs.
  • Enhancing productivity and work performance.

Construction Industry Statistics in Minnesota

In Minnesota, the construction industry boosted the $451 million GDP by $19 billion (4.3%).

In Minnesota, private nonresidential spending reached $4.2 billion in 2021. $8.4 billion was spent on state and municipal expenses.

In February 2023, 135,300 people were employed in the construction industry in Minnesota, an increase of 4,100 (3%) from February 2022 and 7,300 (6%) from February 2020.

Work in construction pays well. In Minnesota, four of the top five most common construction jobs spent more on average annually in 2021 than the average wage for all workers.

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Labor Laws in Minnesota

Fair Employment PracticesThe Minnesota Human Rights Act (MHRA) forbids discrimination based on certain protected characteristics, including race, color, creed, religion, national origin, gender, marital status, eligibility for public assistance, participation in or membership in local commissions, disability, sexual orientation, age, and family status.

Additionally, the MHRA safeguards staff members from retribution and harassment.
Equal PayThe Equal Pay for Equal Work Act forbids employers from discriminating against employees based on gender by paying them less for doing the same amount of skillful, diligent, and responsible work while subjecting them to comparable working conditions.
Discussion of WagesIn Minnesota, it is against the law for an employer to demand that an employee not discuss their pay as a condition of employment, to have the employee sign a waiver or other document denying the employee the right to discuss their pay or to take any other adverse employment action against an employee for discussing their own or another employee's disclosed wages.
Pregnancy AccommodationAn employer with 15 or more employees must make reasonable accommodations for an employee's health conditions related to pregnancy or childbirth, such as seating, frequent bathroom breaks, food or water breaks, and lifting restrictions.
Access to Personnel FilesEmployers with 20 or more workers must grant written requests from current workers for access to their personnel files. Former employees may review or get a free copy of their personnel file once a year, while current employees can access their records once every six months.
Whistleblower ProtectionsThe Minnesota Whistleblower Act forbids employers in Minnesota from retaliating against workers who, in good faith, report actual, suspected, or planned violations of federal, state, or common law; are asked to take part in public investigations or hearings; or notify the employer that they are refusing to obey a directive because they reasonably believe it is unlawful.
Ban the BoxPrivate businesses cannot inquire about applicants' criminal records on employment applications in Minnesota. However, an employer is still permitted to ask about a candidate's criminal background either during a job interview or following the issuance of a conditional offer.
Drug TestingPre-employment drug and alcohol testing is restricted by Minnesota's Drug and Alcohol Testing in the Workplace Act (DATWA). One of the DATWA's requirements is that an employer implements a documented drug and alcohol testing policy before testing that contains detailed information on who is subject to testing, their ability to reject, and the repercussions of doing so.
Minimum WageMinnesota has two minimum wage levels, depending on the size of the firm. Small companies must pay a minimum wage rate of $8.63 per hour, whereas large employers, currently defined as those covered by the Minnesota Fair Labour Standards Act and having an annual gross volume of sales made or business done of at least $500,000, must pay a minimum wage rate of $10.59 per hour.
Rest and Meal BreaksEmployees who work eight or more hours per day must be given enough time to have a meal (often at least 30 minutes). Additionally, once every four hours worked, workers must be given enough time to use the nearest lavatory.
Breastfeeding BreaksFor the first 12 months after the birth of the kid, an employer must give an employee who has to express breast milk for her infant child a fair amount of unpaid break time each day and may not deduct pay for that time.
Child LaborMinors under 16 are also barred from working in various other activities, including those involving the operation of machinery, labor in processing facilities, and transportation. Minors are also prohibited from working in hazardous occupations. Minors may engage in proscribed employment under specific conditions, such as working for a parent-owned business or receiving training in an authorized apprenticeship program.
Health Care ContinuationEmployees in Minnesota who work for companies with two or more staff members may be eligible for continuous health care coverage. Regarding the qualifying events that make someone eligible for continuation coverage, Minnesota's health care continuation regulations adhere to those of the federal Consolidated Omnibus Budget Reconciliation Act (COBRA).
Pay FrequencyRegardless of whether an employee wants payment at longer intervals, most Minnesota firms must pay employees all earnings received at least once every 31 days on a regular payday established in advance.
Wage NoticesAn employer must give each new hire a written salary notice with certain information in English or the language of their choice at the beginning of their job.
Family and Medical LeaveThe Pregnancy and Parenting Leave Act of Minnesota requires employers with at least 21 employees at one location to offer qualified workers up to 12 weeks of unpaid leave for the birth or adoption of a child, prenatal care, and incapacities connected to pregnancy, childbirth, or related health problems.
Other Time Off RequirementsAdditionally, the Sick Leave Benefits; Care of Relatives Act mandates that an employer with 21 or more employees must permit qualified employees to use personal sick leave benefits for absences resulting from the illness or injury of their relatives under the same conditions that apply to their use of sick leave benefits. Using sick leave benefits for stalking, domestic violence, or sexual assault by an employee is also permitted.
Smoke-Free WorkplaceAll workplaces are subject to the Minnesota Clean Indoor Air Act's prohibition against smoking. Signs saying "No Smoking" should be put up, and ashtrays and other smoking accessories should be taken away.
Weapons in the WorkplaceWhen conducting routine job activities, an employer may forbid employees from having guns or other weapons on them.
Safe Driving PracticesAccording to Minnesota law, it is illegal for drivers to operate a motor vehicle while using a handheld wireless communications device to make or receive a mobile phone call, initiate, prepare, retrieve, read, or send an electronic message.
Final PayWages for an employee who is fired are payable 24 hours after the employee requests payment. If the payday is within 20 days after the final day of work, an employee who voluntarily resigns must be paid by the following regularly scheduled payday.

Frequently Asked Questions

Safety supervisor, Safety manager, Site safety and health officer, Forklift operator, Foreman, Electrical technician etc.

There is no stated expiry date by OSHA. However, employees must renew their OSHA cards every five years due to specific changes in occupational standards

Yes, an Online OSHA 30-hour training course is accepted in Minnesota.

The main office is located in St. Paul

Federal OSHA granted Minnesota permission in 1985 to run its own workplace safety and health programme, which included both the commercial and governmental sectors.

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