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Minnesota

Minnesota legal update: Minimum wage, leave ordinances

03/23/2017
While much of the nation is focused on what changes may be coming to the Department of Labor, the National Labor Relations Board and the EEOC, employers would do well to also pay attention to changes at the state level.

Proposed law would ban cellphone use while driving in Minn.

03/23/2017
The Minnesota state legislature is considering outlawing virtually all cellphone use behind the wheel.

Minn. statehouse mulls paid leave: Replace Twin Cities laws?

03/23/2017
With paid sick leave ordinances set to take effect July 1 in both Minneapolis and St. Paul, the Minnesota state legislature is firing back.

Just doing your job? That’s not whistleblowing

03/23/2017
If reporting wrongdoing is part of an employee’s job, then that doesn’t constitute whistleblowing.

Be prepared to explain deviation from rules

03/23/2017
Your own rules can be used against you if you don’t follow them.

Comprehensive employee handbook is your best tool to beat unemployment claims

03/23/2017

There’s a way to avoid being liable for unemployment compensation benefits when you terminate an employee for misconduct: Convincingly show that the employee knew all about the rules he violated but still didn’t follow them.

Employees may not like job changes, but that doesn’t give them reason to sue

03/23/2017
Sure, change is hard, and some alterations may irritate some employees. That doesn’t mean they can sue.

Discovered mistaken deduction from exempt pay? Fix it fast, or face big liability risk

03/23/2017
Unless you quickly reverse the deduction, it could jeopardize the employee’s exempt status.

You don’t have to offer reason for discharge

03/23/2017
Sometimes, if you want to help a terminated employee move on to better opportunities, it may also make sense to not offer a reason for the discharge, especially if stating the reason could interfere with his or her job hunt.

Loose lips can lead to retaliation litigation

03/23/2017
When an employee files a sexual harassment or discrimination complaint, ensure no one tries to make life difficult for that employee. That could lead to a retaliation lawsuit—even if the underlying complaint isn’t serious enough to support a lawsuit.