Purpose

• The bill aims to protect job applicants and employees from being required to have or show a driver’s license as a condition of employment, except in situations where driving is an essential job function or serves a legitimate business purpose.

Main provisions

• Prohibited practice: Employers, employment agencies, and labor organizations may not require a valid driver’s license as a condition of hiring or continuing employment for an employee or applicant.
• Exceptions (BFOQ): The prohibition does not apply when driving is an essential job function or when requiring a driver's license is based on a bona fide occupational qualification (BFOQ) that is tied to the duties of the position or a legitimate business purpose.
• Alternative IDs for verification: Employers must not refuse to accept other identification documents that are allowed for verifying identity and employment authorization under forms required by the U.S. Citizenship and Immigration Services (USCIS).
• Voluntary use of a driver’s license: If an employee or applicant voluntarily offers a driver’s license as identification, it may be accepted, but such voluntary acceptance cannot be used as evidence that the employer violated the new rule.
• Scope of entities: The protections apply to employers, employment agencies, and labor organizations.
• Legal framing: Violating the prohibition would be treated as an unfair employment practice.

Significance and changes to existing law

• Adds a new subdivision to Minnesota Statutes 2024 section 363A.08 to codify the driver’s license prohibition and the related identification rules.
• Clarifies that accepting a driver’s license voluntarily is permissible but not evidence of a violation.
• Clarifies that employers can still use other valid identification documents and that eligibility forms required by USCIS remain a permissible basis for identity verification, provided the driver's license is not required.

Practical implications

• For job seekers: You cannot be denied a job or promotion simply because you don’t have a driver’s license, unless the job truly requires driving.
• For employers: You must consider alternative IDs and cannot make a driver's license a blanket requirement for most positions. You may still verify identity using other acceptable forms of ID and USCIS-approved documents.
• For scenarios involving driving roles: If the position genuinely requires driving as part of the job, a driver’s license can be relevant under the BFOQ exception.

Potential areas of ambiguity (to watch for in any implementing rules)

• How exactly “essential job function” and “legitimate business purpose” are interpreted in different roles.
• The process for evaluating and accepting alternative identification documents in practice.

Relevant Terms - drivers license (driver’s license) - identification - identification documents - employment - employee - applicant - employer - employment agency - labor organization - bona fide occupational qualification (BFOQ) - essential job function - legitimate business purpose - unfair employment practice - Minnesota Statutes 2024 section 363A.08 - USCIS (United States Citizenship and Immigration Services) - identity verification - employment authorization - voluntarily offered - evidence of violation