The HR Specialist: Minnesota Employment Law

The NLRB has determined that retail giant Walmart threatened retaliation against employees considering staging protests on Black Friday in 2012.

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In order to be binding, an agreement to arbitrate employment-related complaints needs to spell out the process. Employees (and former employees who signed the agreement) should not be left in the dark about how the process works. But you don’t have to include a specific contact person.

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If you can show that the financial and logistical costs are unreasonably high, you don’t have to extend time off as an ADA reasonable accommodation.

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Some employees aren’t very reliable. They call in sick with the slightest excuses—some­­times, right before you are about to discipline them for absenteeism. But what if your employee claims she had a medical emergency and that she has a doctor’s excuse?

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The Minnesota Department of Labor and Industry’s Survey of Occupational Injuries and Illnesses for 2012 contains good news. The results showed just a slight uptick in injuries from the all-time low posted in 2011.

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Text messages make communication easy and convenient, but casual comments dashed off electronically may come back to haunt you. That’s why you should remind employees that texts should be composed with the same careful deliberation as letters and memos.

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Employers aren’t required to prevent all harassment—just to stop it when it happens and take reasonable preventive steps. Two of those: Providing anti-harassment training to every employee and tracking who gets that training.

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Taking time off for medical appointments is a legitimate use of FMLA leave if the treatment is related to a serious health condition. But that doesn’t mean that em­­­ployees can schedule those appointments whenever they want.

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Minne­sota is joining a number of other states in prohibiting em­­­­­­ployers from asking job applicants about their criminal records prior to a job interview. Here’s what you need to know about Minnesota’s new “ban the box” law.

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Employees who testify in an internal investigation, an agency in­­vestigation or in court are protected from retaliation whether or not they belong to the same protected classification as the employee whose case their testimony supports.

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