The HR Specialist: Minnesota Employment Law

Q. We have an employee who often appears to be inebriated at work. Can we require that he take an alcohol test? Can we require that he get into a rehab program to keep his job?

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Be careful of timekeeping methods that automatically clock workers out at the end of the shift.

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Some federal courts are tiring of having to process long-winded pro se complaints.

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A federal appeals court has refused to reinstate a lawsuit over whether it constitutes an illegal medical test under the ADA to force someone with a high body mass index to undergo a sleep apnea test.

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Employers now have a uniform federal law to help them pursue trade secret misappropriation claims.

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Be aware that how workers manage their workdays may affect whether their “commute time” to their first stop of the day and back from their last stop is compensable.

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Smart employers make sure they keep the focus on employee performance the whole time a worker is employed.

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In a complex case, don’t assume that because one part of the claim is clearly meritless, the whole case will go away.

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Even if you believe no accommodation is possible for a disabled worker, the ADA requires you to at least consider the possibility.

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Q. We just hired a contractor for a special project. He has complained that he is sensitive to the smells in our office, which include personal fragrance, scent diffusers and “smelly” food. Since he isn’t our employee can we just tell him to put up with the odor?

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