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TELEPHONE; <br />1612) 296 -6107 <br />Mob Oak Slob, <br />J1t Safng Shin. <br />STATE OF MINNESOTA <br />DEPARTMENT OF LABOR AND INDUSTRY <br />444 LAFAYETTE ROAD <br />SAINT PAUL 55101 <br />Dear Minnesota Employer: <br />IN REPLY REFER TO <br />PHONE 612/296 -2116 <br />The 1983 Minnesota legislature passed the Minnesota Employee Right —to- <br />Know Act. It was made part of the Occupational Safety and Health Act; <br />Minnesota Statutes, Chapter 182. The Right —to —Know Act requires employers <br />to survey their workplace for hazardous substances, harmful physical <br />agents, and in some cases infectious agents. If any of these substances <br />or agents are in the workplace, the employer must obtain written information <br />describing how to safely work with the substance or agent and provide <br />that information and training to the employees. There are also require- <br />ments for labeling of hazardous substance containers (or areas where <br />harmful physical agents may be present) and there are provisions for <br />employees to refuse to work under certain hazardous conditions. <br />Generally, all places of employment in Minnesota are covered. However, <br />there are some exemptions; the most significant is that small businesses <br />(fewer than 20 full —time employees or less than $1,000,000 gross revenue) <br />may not be covered. Some general guidelines that you, as an employer, <br />can use to determine the manner and extent to which you are covered by <br />this law are: <br />1. If you are an employer with 20 or more full —time employees and more <br />than $1,000,000 in annual gross revenues you must provide training <br />and information about hazardous substances and harmful physical <br />agents. <br />2. If you are a hospital or clinic (including a physician's office) you <br />must also provide training and information about infectious agents <br />even if you are a small business. <br />3. If you are a waste service employer of any size, you must prepare your <br />own plan of compliance, submit that plan to the Department of Labor <br />and Industry for approval, and comply with that plan after it has <br />been approved. <br />4. If you are a farmer you must comply with a plan to be developed by <br />the Commissioner of Labor and Industry by July, 1985. <br />5 z: <br />,808 AN EQUAL OPPORTUNITY EMPLOYER <br />