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Minnesota

Failing to pay workers on time may cost you a big penalty

05/09/2013
In Minnesota, employees are supposed to be paid promptly and receive an accounting of their time worked. Failure to comply may mean you’ll have to pay a penalty.

Document misconduct probe, just in case of lawsuit

05/09/2013
Sometimes, it’s pretty obvious you need to terminate an employee. That doesn’t mean you don’t have to investigate and document your decision.

Discovered wage-and-hour irregularities? Act fast to fix

05/09/2013
When it comes to paying hourly employees for all hours worked, the best policy is to fix any mistakes as soon as you can. Chances are, doing so will reduce your liability down the line.

Firing because you suspect thievery: Better be prepared to prove it

05/09/2013
Employees who steal from their employers violate their duty of loyalty. That makes them ineligible for unemployment compensation. That’s true even if the theft is small. But you must be prepared with clear testimony if you want to contest the worker’s right to unemployment benefits.

Ensure supervisors understand they must be alert for FMLA scenarios

05/09/2013
Employees don’t always know to ask specifically for FMLA leave. Some may not even know they are entitled to time off for a serious health condition. But that doesn’t mean you can ignore the obvious and discipline a worker for missing work when it’s clear he or she may be entitled to FMLA leave.

Minnesota Senate approves bill banning conviction questions

05/09/2013
The Minnesota Senate has approved a measure that would prohibit most private employers from asking job applicants about past criminal convictions until they have been interviewed or made a conditional job offer.

Never blame work deficiencies on pregnancy

04/18/2013
Here’s an important tip to pass on to all supervisors: Never speculate on why an employee may be performing poorly. Focus on the work and leave the psychoanalysis to experts. That’s especially true when you think an employee’s work may be affected by pregnancy or pregnancy-related complications.

How do part-timers affect ADA, MHRA thresholds?

04/11/2013
Q. We currently have 15 employees, but several work part time. Are we required to provide reasonable accommodations under the ADA or the MHRA?

Any downsides to a no-fault attendance policy?

04/11/2013
Q. We are thinking about implementing a no-fault attendance policy. We hope it will provide clearer absenteeism rules and make it easier for managers to enforce. Are there any downsides?

Medical certification of need for accommodation is unclear?

04/11/2013
Q. An employee requested an accommodation for a medical issue. We asked her to provide a note from her medical provider regarding the need for accommodation. She brought in a note but it’s unclear what the physician is trying to say. What should we do?