• LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

The HR Specialist: Minnesota Employment Law

When an employee works in a demanding position and has a medical crisis, he may not be able to return quickly to his old job. It’s en­­tirely possible he may use all available FMLA leave and other accrued leave and still receive clearance to work. That doesn’t mean his employer isn’t obligated to try to reasonably accommodate him.

{ 0 comments }

Workers receiving unemployment benefits are encouraged to take available positions even if it looks like the job may be unsuitable. As incentive, taking the job and then quitting within 30 days won’t bar continued benefits. The date that counts isn’t the last day worked, but the day the worker gave notice.

{ 0 comments }

Employees have a limited window in which to file discrimination complaints and related lawsuits. Miss the deadline and the case is over. That’s why it’s important to document all employment decisions—even trivial ones—with a note and a date for the record.

{ 0 comments }

Many employers assume that the National Labor Relations Ac, enacted over 70 years ago, applies only to unionized workplaces and employees who belong to unions. Not true. In fact, the NLRA covers almost all employees and private employers.

{ 1 comment }

Before you jump on the independent contractor bandwagon, remember that when challenged, many such arrangements fail to meet legal tests. The more control you assert over so-called independent contractors, the more likely a court will call them employees.

{ 0 comments }

Cliffs Natural Resources and the United Steelworkers have ratified a 37-month labor agreement, retro­active to Sept. 1, 2012. The agreement provides a 4.5% wage increase with an additional bonus of $4,250 per employee.

{ 0 comments }

Minnesota’s quiet winter may become a silent spring if labor disputes continue for two of the state’s premier orchestras. Management teams at both the Minnesota Orchestra and the St. Paul Chamber Orchestra have locked out musicians after the parties failed to agree on new contracts.

{ 0 comments }

If an employee claims she’s disabled and needs just a few accommodations to do her job, it may be wise to make them—even if you aren’t convinced she’s really disabled. That way, she can’t accuse you of failing to engage in the interactive accommodations process.

{ 0 comments }

A labor dispute forced the Minnesota Dance Theatre to use recorded music instead of a live orchestra for December’s holiday presentation of “The Nutcracker” ballet. According to the union representing Twin Cities classical musicians, the sticking point wasn’t monetary, but artistic.

{ 0 comments }

Have you had it with an em­­ployee who can’t seem to get along with others and who constantly tries to intimidate co-workers? If warnings don’t help, fire him.

{ 0 comments }

Page 20 of 85« First...10192021304050...Last »