Saint Paul, Minn., Legis. Code ch. 183 § 183.03

Except when based on a bona fide occupational qualification, it shall be unlawful: (1)
For a labor union to discriminate by doing any of the following:
a. To deny full and equal membership rights to an applicant for membership or a member;
b. To expel a member from membership;
c. To discriminate against a member or applicant with respect to hire, tenure, referral, apprenticeship, compensation, terms, upgrading or other conditions or privileges of employment;
d. To fail to classify properly or refer for employment or otherwise to discriminate against a person or member.
(2) For an employer to discriminate in any of the following:
a. To refuse to hire an applicant for employment;
b. To discharge an employee;
c. To discriminate against an employee with respect to hire, tenure, referral, apprenticeship, compensation, terms, upgrading, or other conditions or privileges of employment;
d. To do or commit any other act with respect to an employee or applicant.
(3) For an employment agency to discriminate by doing any of the following:
a. To refuse or fail to accept, register, properly classify or refer for employment any person; or
b. To comply with any request by an employer for referral of applicants if the request indicates directly or indirectly that the employer fails to comply with the requirements of this chapter;
c. To do or to commit any other act with respect to an applicant for referral or employment.
(4) For an employer, employment agency or labor organization, before a person is employed by an employer or admitted to membership in a labor organization:
a. To require or request any applicant or employee to furnish information respecting their race, creed, religion, color, sex, sexual or affectional orientation, familial status, national origin, ancestry, age, disability, marital status or status with regard to public assistance, except where required by a governmental agency; or, subject to section 183.031 (2), to require or request a person to undergo physical examination; unless for the sole and exclusive purpose of national security, information pertaining to national origin is required by the United Sates, this state or a political subdivision or agency of the United States, or for the sole and exclusive purpose of complying with the public contracts or any rule, regulation or law of the United States or of this state requiring the information or examination. A law enforcement agency may, after notifying an applicant for a peace officer or part-time officer position, that the law enforcement agency is commencing the background investigation on the applicant, request the applicant's date of birth, gender and race on a separate form for the sole and exclusive purpose of conducting a criminal history check, a driver's license check and fingerprint criminal history inquiry. The form shall include a statement indicating why the data is being collected and what its limited use will be. No document which has date of birth, gender or race information will be included in the information given to or available to any person who is involved in selecting the person or persons employed other than the background investigator. No person may act both as background investigator and be involved in the selection of an employee, except that the background investigator's report about background may be used in that selection as long as no direct or indirect references are made to the applicant's race, age or gender; or
b. To seek and obtain, for the purpose of making a job decision, information from any source that pertains to race, creed, religion, color, sex, sexual or affectional orientation, familial status, national origin, ancestry, age, disability, marital status or status with regard to public assistance; unless for the sole and exclusive purpose of complying with the public contracts act or any rule, regulation or law of the United States or this state requiring the information.
(5) For any person to discriminate by circulating or publishing any notice or advertisement relating to employment or membership in a labor union which indicates, directly or indirectly, any orientation, limitation, specification or discrimination. Any individual who is required or requested to provide information that is prohibited by this subsection is an aggrieved party under section 183.20 .
(6) For an employer, employment agency or labor organization, with respect to all employment-related purposes, including receipt of benefits under fringe benefit programs, not to treat women affected by pregnancy, childbirth or disabilities related to pregnancy or childbirth, the same as other persons who are not so affected but who are similar in their ability or inability to work, including a duty to make reasonable accommodation under subsection (7).
(7) For an employer with twenty-five (25) or more permanent, full-time employees effective until June 30, 1994, and with fifteen (15) or more permanent full-time employees effective July 1, 1994, an employment agency or a labor organization not to make reasonable accommodation to the known disability of a qualified person with disabilities, job applicant or a pregnant employee or job applicant who presents written documentation from their health provider that they are unable to safely continue to perform their usual job duties unless the employer, agency or organization can demonstrate that the accommodation would impose an undue hardship on the business, agency or organization. "Reasonable accommodation" means steps which must be taken to accommodate the known physical or mental limitations of a qualified person with disabilities. "Reasonable accommodation" may include, but is not limited to, nor does it necessarily require:
a. Making facilities readily accessible to and usable by persons with disabilities; and
b. Job restructuring, modified work schedules, acquisition or modification of equipment or devices, and the provision of aides on a temporary or periodic basis.
In determining whether an accommodation would impose an undue hardship on the operation of a business or organization, factors to be considered include:
i. The overall size of the business or organization with respect to the number of employees or members and the number and type of facilities;
ii. The type of the operation, including the composition and structure of the work force, and the number of employees at the location where the employment would occur;
iii. The nature and cost of the needed accommodation;
iv. The reasonable ability to finance the accommodation at each site of business; and
v. Documented good faith efforts to explore less restrictive or less expensive alternatives, including consultation with the person with disabilities or with knowledgeable persons with disabilities or organizations.
A prospective employer need not pay for an accommodation for a job applicant if it is available from an alternative source without cost to the employer or applicant.
The provisions of this section shall apply to a joint labor-industry apprenticeship committee or board and to each individual member thereof notwithstanding the employer members of such committee or board are not in fact the employer of an apprentice against whom an act of discrimination has been committed, to the extent the members of such committee or board participate in the act of discrimination.