MN SF523

Prohibits public and private employers from inquiring about criminal history until after an applicant is selected for an interview or, if no interview occurs, before a conditional offer of employment is made.

Establishes penalties for private employer violations enforced by the Commissioner of Human Rights: written warnings for first violations before January 1, 2015, with fines up to $500; after December 31, 2014, penalties range from $100-$500 per violation depending on employer size, capped at $100-$2,000 monthly.

Exempts the Department of Corrections, peace officers, law enforcement, fire protection agencies, school districts, and positions with statutory background check requirements from the criminal history inquiry restrictions.

Adds protection for private employers in civil lawsuits by preventing criminal history evidence from being used if the employer was complying with the criminal history inquiry law.

Requires public employer violations to be processed under the Administrative Procedure Act, while making civil remedies against private employers exclusive to penalties imposed by the Commissioner of Human Rights.