As a business owner, you’re probably aware of just how confusing HR laws can be. New laws are continually emerging, and existing laws are often changing. While federal laws can be tricky enough, state laws can be even more perplexing.
Some are a little odd, while others are downright bizarre. There are three states in particular that have some of the most strange HR laws.
Michigan Discrimination Law
Section 202 (1a) in the Michigan Legislature reads as follows:
“An employer shall not do any of the following: Fail or refuse to hire or recruit, discharge, or otherwise discriminate against an individual with respect to employment, compensation, or a term, condition, or privilege of employment, because of religion, race, color, national origin, age, sex, height, weight, or marital status.”
Notice toward the end where it specifically states that employers can’t discriminate based on height or weight. While the other factors pretty much apply to employers across the board, it’s crazy to think that a Michigan business owner could potentially get in legal trouble for referencing an employee’s height or weight.
Drug Testing in Minnesota
In most states, when an employee fails a drug test, they’ll be terminated. But this isn’t the case in Minnesota. The 2015 Minnesota Statues explicitly states, “An employer may not discharge an employee for whom a positive test result on a confirmatory test was the first such result for the employee on a drug or alcohol test without first giving the employee the chance to participate in a drug or alcohol counseling/rehabilitation program.”
The law continues to read that the cost of participation must be at “The employee’s own expense or pursuant to coverage under an employee benefit plan.” If you’re an employer in Minnesota, you can’t fire an employee who tests positive for drugs or alcohol without first giving them a chance to join a recovery program where you cover the cost.
The law makes you wonder how practical it would be from a financial standpoint for most small to mid-sized businesses to implement drug testing.
Florida Gun Laws
As you may already know, there’s been a significant push in America to increase regulations on gun possession. Gun control is arguably a hot topic.
In Florida, it’s quite evident that the right to bear arms is still very much alive in well. In fact, it’s completely legal for employees to bring guns to work as long as they keep them in their vehicles. In the 2016 Florida Statutes, it references the, “Preservation and Protection of the Right to Keep and Bear Arms in Motor Vehicles Act of 2008.”
Under this law, an employee is totally free to store his gun in his vehicle while at work as long as he has a valid license to carry a concealed weapon or firearm and the vehicle remains locked.
If you’ve ever thought that your state had some strange HR laws, these laws in Michigan, Minnesota and Florida may make you think twice.