The HR Specialist: Minnesota Employment Law — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
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The HR Specialist: Minnesota Employment Law

Courts like to see that employers gave employees a chance to improve before firing them for performance problems. That’s why it’s smart to exhaustively document your effort to correct poor performance.

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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.

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New research may lead to increased regulation of Minneapolis adult entertainment venues.

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Former St. Jude Medical executive Bryan C. Szweda will pay $117,090 in restitution to the St. Paul medical devices company following a plea deal in which he admitted to stealing $35,000.

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

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Your own rules can be used against you if you don’t follow them.

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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.

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

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

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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.

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