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Employment Law

EEOC: Discrimination based on transgender status is unlawful

05/13/2016
State and federal laws, as well as EEOC enforcement actions, provide increasingly clear guidance for employers on how to address the rights of transgender employees.

Somalis allege retaliation for discussing work conditions

05/13/2016
A group of Somali school bus drivers in Minneapolis claim they were fired after they started a group to discuss discrimination and working conditions.

Police officers’ age bias case reinstated

05/13/2016
A Minnesota appeals court has given the go-ahead for an age discrimination lawsuit filed by three police officers against the city of Richfield to proceed to trial.

Employee quits, then emails docs to herself? That’s not theft, but may be something more

05/13/2016
A federal court has rejected an employer’s claim that by emailing a series of documents to herself before quitting, a former employee committed theft.

Flexibility makes for good accommodations–and a good strategy for winning ADA lawsuits

05/13/2016
Employers that exercise patience and remain flexible over the long term are best positioned to win an ADA failure-to-accommodate lawsuit filed by a disabled employee.

Target makes a stand in the battle of the bathrooms

05/13/2016
Retail giant Target, based in Min­ne­apolis, has become a flashpoint in the culture wars over the suddenly urgent issue of transgender bathroom use.

One insult does not a legitimate lawsuit make

05/13/2016
Supervisors play an important role in maintaining a harmonious work environment. However, sometimes bosses are the ones most guilty of breaching civility, by saying things that offend employees.

Supreme Court could revisit deadlocked union dues case

05/13/2016
The last word may not yet have been written in Friedrichs v. California Teachers Association.

HR Minnesota Legal Briefs

05/13/2016
Merely being obese is not a disability under the ADA, a panel of the 8th Circuit Court of Appeals has ruled.

Video surveillance: Pick spots with care

05/11/2016
In most cases, it’s perfectly legal to set up surveillance cameras to keep an eye on your employees. However, be sure to do it the right way.