The HR Specialist: Minnesota Employment Law

If you decide to countersue an em­­ployee who takes you to court over work-related issues, make sure your suit is really tied to the employee’s claim. If it isn’t, you’ll have to file a separate lawsuit.

{ 0 comments }

The National Labor Relations Board Office of General Counsel concluded in November that Wal­­mart violated the National Labor Rela­­tions Act when it threatened and disciplined workers for participating in wage protests and strikes in 14 states, including Minnesota.

{ 0 comments }

Minnesota-based Allianz Life Insur­­ance of North America, the Mayo Clinic and General Mills made Fortune magazine’s 2014 list of America’s 100 best companies to work for.

{ 0 comments }

Chris Kluwe punted for the Minnesota Vikings for eight seasons before being cut last May. Since then, despite several tryouts with other teams, he has not been able to find work in the National Football League. Kluwe thinks he knows why: his outspoken advocacy for marriage equality.

{ 1 comment }

It may be a reasonable accommodation to grant additional time off after a disabled employee has used up her FMLA entitlement and other leave. But what if the disabled employee wants a gradual return to work, easing back in by working part time?

{ 0 comments }

Just because an employee is doing a lousy job doesn’t mean she isn’t also being sexually harassed. Ignoring her complaints and focusing strictly on her performance may backfire if you terminate her. A jury may decide that harassment affected her performance or that, even if you fired her for legitimate reasons, she deserves compensation for the har­­ass­­ment she endured.

{ 0 comments }

Sometimes, employees lose their tempers. That’s unfortunate and you certainly should discourage it. But a loud or tumultuous argument between a supervisor and a subordinate isn’t necessarily grounds for a harassment lawsuit.

{ 0 comments }

Cargill Meat Solutions, a wholly-owned subsidiary of Minneapolis-based Cargill Inc., has settled race and sex discrimination charges with the federal government. The DOL’s Office of Fed­­eral Contract Compliance Pro­­grams investigated the firm’s hiring practices at facilities in Spring­­dale, Ark., Fort Morgan, Colo., and Beards­­town, Ill., between 2005 and 2009.

{ 0 comments }

Employees can sometimes receive unemployment benefits even if they quit, but they must have good cause. Mere dissatisfaction doesn’t count.

{ 0 comments }

Minnesota workers injured on the job are entitled to workers’ compensation benefits and can’t be punished for asking for or receiving those benefits. Remind supervisors and ­managers that it’s their job to manage the work­­force despite injuries and that threatening or actually punishing workers who apply for benefits is illegal.

{ 0 comments }

Page 10 of 90« First...91011203040...Last »