The HR Specialist: Minnesota Employment Law

Remind bosses: Be careful how you approach discussing potential retirement plans. Asking too often or in a way that’s not business-related may precipitate an age discrimination lawsuit if the employee loses her job or is demoted after such conversations.

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A female HR director delivered St. Cloud-based Royal Tire a kick when she sued the company for an Equal Pay Act violation.

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Here’s a surefire way to spur a lawsuit and ensure it goes to trial: Just fire an employee who has been the target of her boss’s racial slurs.

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A Minneapolis conveyor-belt company faces a disability discrimination suit after it allegedly refused to rehire an employee after he had a heart attack.

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Faced with declining revenues and staff shortages that mean more overtime hours, managers may be tempted to adjust time records to reflect fewer hours worked. But this is a dangerous tactic.

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Here’s a tip that may save you from unnecessary litigation: When it comes to disciplining a disruptive worker, focus on the behavior. Don’t speculate on the reason the employee may be disruptive.

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When the EEOC issues a so-called “right to sue” letter, the recipient has just 90 days to file a federal lawsuit. But courts are increasingly reluctant to dismiss cases filed within a few days of the deadline.

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Do you have a time clock system that employees use to record the hours they work? Make sure it allows hourly employees to record the overtime they work. Otherwise, they may later argue that they worked overtime hours and your time-keeping system was designed to discourage them from tracking those extra hours and getting paid overtime.

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With great fanfare, Minnesota’s new Women’s Economic Secu­­rity Act was signed into law on Mother’s Day in May 2014. WESA is aimed at closing the gender gap by breaking down barriers to economic progress for women. It creates a number of new legal requirements and amends various existing laws.

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Q. Since pregnancy does not qualify as a disability under the ADA, our company denies all special accommodation requests granted by otherwise healthy employees who are pregnant. Does this policy make us vulnerable to a lawsuit?

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