Bullying Laws in Minnesota

Key Points in the Anti Bullying Laws in Minnesota

The bullying laws in Minnesota are probably the most incomplete among all the states. District policy components as well as additional components are lacking. These important features such as definitions of terms, reporting and investigating processes, written records, consequences and mental health are nowhere to be found in the law. Unlike most states, Minnesota still has no clear law on providing proper communication to students and school districts about the seriousness of bullying and the proper steps to engage school personnel, parents and guardians and volunteers to battle the age-old problem of bullying that affects thousands of students in the state.

Minnesota Statutes 121 A.0695 (Policy prohibiting intimidation and bullying of any student) only discusses that the policy should address bullying in all forms including electronic forms and Internet use.

Bullying Laws in MinnesotaBullying Laws in Minnesota – Model Policy

Minnesota has no model policy as of the moment. But the Minnesota Department of Education provided information about bullying and safe schools. Some key points are as follows:

  • Family expectations
  • Definition of sexting
  • Legal consequences of using electronic devices in sending sexually explicit messages
  • Social consequences
  • Academic consequences
  • Monitoring and controlling electronic media

Healthy Workplace Bill in Minnesota

On May 11, 2011, Rep. John Benson introduced HB 1701. The bill is about abusive work environment and the remedies as well. Prior to that, Sen. Ron Latz also introduced SF 1352 just 9 days before HB 1701 was introduced.  It is a bill that proposed coding for new law on anti-bullying in workplaces in Minnesota. Among others, the bill tackles some of these important points:

  • Definition of terms
    • Abusive conduct
    • Abusive work environment
    • Adverse employment action
    • Constructive discharge
    • Malice
    • Physical harm
    • Psychological harm
    • Tangible harm
    • Prohibited employer conduct
    • Employer vicarious liability
    • Affirmative defenses
    • Remedies and procedures
    • Effect on other laws

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