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Employment Law

Litigation: Unintended consequence of regulation

07/22/2016
Sometimes, government regulation can unexpectedly lead to litigation.

Congrats on winning FLSA case! Now see about legal costs

07/22/2016
Should you happen to win a Fair Labor Standards Act case, you may be entitled to reimbursement of your litigation costs.

8th Circuit splits on NLRB authority on arbitration agreements banning class-actions

07/22/2016
The 8th Circuit Court of Appeals, which covers Minnesota employers, has come out against the NLRB’s interpretation on arbitration agreements.

Gay coaches’ exit bringing more fallout to UM Duluth

07/22/2016
A former director of lesbian, gay, bisexual and transgender services at the University of Minnesota Duluth is the latest ex-employee to sue the university.

Sometimes, accommodating disability just isn’t possible

07/20/2016

Finding an accommodation for a disabled employee is just always possible. There may be no practical way to accommodate some disabilities. If that’s the case, termination may the only reasonable option.

ADA accommodation: There’s an app for that

07/19/2016
From creating custom keyboards to interpreting garbled phone conversations, apps can now quickly, and inexpensively, help employers accommodate disabled workers.

Words matter at work: Is ‘fitting in’ code for bias?

07/18/2016
Worried an employee won’t fit into a department dominated by members of a protected class? Watch out! A court might decide “fitting in” is code for bias.

DOL increases penalties for labor and immigration violations

07/15/2016
The U.S. Department of Labor has increased the price tag for employers that violate wage-and-hour, safety and immigration laws.

Consider cutting disabled worker a little slack

07/15/2016
Sometimes, the right way to handle an otherwise dischargeable offense is with leniency.

In harassment cases, consider transfer to cut risk of continuing liability

07/15/2016
Employees who have been sexually harassed or experienced other forms of discrimination over several years may be able to rely on the so-called continual violation doctrine to extend the period of time they have to sue.