Fridley Public Schools Independent School District 14 — Workforce Profile

Fridley Public Schools Independent School District 14 operating in MN within the Educational Services sector appears across multiple federal and state datasets that every job seeker, investigative reporter, and compliance researcher should know about. The company has filed 41 H-1B labor condition applications with a median disclosed wage of $64,193. Records here combine U.S. Department of Labor disclosures and state workforce agency filings. Each row on this page is sourced directly from a public government record, not a paid vendor or crowd-sourced review site, so the numbers reflect legally filed disclosures rather than opinion.

Fridley Public Schools Independent School District 14 does not currently have an OSHA DART rate on file in our dataset, which typically means the employer is either below the size threshold for mandatory injury recordkeeping, operates in an industry with partial OSHA exemptions, or has not yet been captured in the most recent data release. Absence of a safety grade is not by itself a red or green flag — it simply means the most reliable workplace-safety signal we use elsewhere on the site is not available for this employer. Researchers can still cross-reference WARN Act notices, H-1B filings, and state-level labor disclosures for a fuller picture.

No WARN Act mass-layoff notices are currently on file for Fridley Public Schools Independent School District 14 in the state workforce records we track. That absence is a meaningful positive signal for workforce stability — not a guarantee, since smaller layoffs that fall below WARN thresholds (typically 50 to 500 workers depending on site and state) don't trigger a notice, but still a cleaner record than many peers in the same industry. Cross-reference this profile with the matching industry and metro pages on PlainEmployers to see how Fridley Public Schools Independent School District 14 benchmarks against nearby employers on wages, safety, and overall workforce stability; every number flows from the same federal and state datasets and refreshes on a known ETL schedule.

These figures aggregate the public records we hold for this employer — primarily WARN Act layoff notices filed with state labor agencies and related US Department of Labor disclosures — and reflect only what employers are legally required to report. Smaller workforce reductions, voluntary separations, and cuts at sites below the federal WARN threshold (generally 100 or more employees, with 50 or more affected) may never appear here. A record's presence is not a verdict on an employer's overall health or conduct; larger employers naturally generate more filings in absolute terms. For hiring, investment, or relocation decisions, read the underlying notices, check the filing dates, and cross-reference the employer's own statements alongside the source links and methodology described below.