A “sheltered workplace” in Bloomington, Minnesota, where disabled employees are paid pennies on the dollar may face changes following a Minnesota Department of Human Rights ruling. DHR Commissioner Kevin Lindsey found probable cause that Opportunity Partners discriminated against a disabled worker when it refused to consider him for one of its fully paid staff positions.
You may have to fire an otherwise good worker if his attitude is bad enough. Be sure to document the misbehavior.
Document your reason for firing an employee who is out on FMLA leave.
The 8th Circuit Court of Appeals has upheld a Worker Adjustment and Retraining Notification (WARN) Act decision based on a worker-friendly interpretation of the terms “sale of assets” and “going concern.” The decision makes it easier for workers to challenge lack of a WARN notice when their employer claims to have sold company assets to another firm.
A Minnesota appeals court has ruled that workers fired for refusing to go along with Minnesota Fair Labor Standards Act (MFLSA) violations can sue and recover damages.
The EEOC and Minnesota Department of Human Rights are the agencies primarily responsible for making sure employers comply with discrimination laws. When an applicant or employee files a discrimination charge in Minnesota, either agency or both will investigate.
The Minnesota state legislature has made significant employer-friendly changes to the veterans’ preference law that state, county, and municipal governments must follow, making it easier to terminate employees who aren’t working out.
Employees who quit their jobs for a compelling reason but who don’t give their employers a chance to fix the problem aren’t eligible for unemployment compensation benefits.
When employees say stupid things, take some small comfort: Not every stray comment will be grounds for a successful lawsuit.
If you have a handbook that provides workers with a limited right to contest proposed discipline, make sure it also has a very strong at-will statement.