The FLSA and DOL regulations require employers to track all hours worked so employees can be paid for all the time they spend working. That’s especially true for hourly employees. But what about tracking hours for so-called exempt employees who aren’t eligible for overtime pay for hours worked over 40 per week?
The Minnesota Supreme Court has overturned 20 years of precedent, ruling that some whistle-blower cases may be filed up to six years following an employer’s discriminatory act.
Worried about terminating an employee because the allegations against him amount to a he-said, she-said situation? Relax. Courts don’t want to become HR departments and don’t want to mediate every dispute.
Starting Jan. 1, Minnesota employers’ job applications could no longer ask candidates about past criminal convictions. But some employers, including some of the state’s largest, have not completely adapted to the new legal landscape.
The federal trial court with jurisdiction over Minnesota employers has refused an employer’s request to streamline the FLSA collective-action process.
Just before the launch of Amazon’s new TV series about a 70-year-old divorced father who announces to his children that he intends to transition from a man to a woman, the EEOC filed its first-ever lawsuits alleging sex discrimination against transgender individuals.
Shipping giant FedEx faces an EEOC lawsuit alleging that it systematically fails to accommodate deaf and hearing-impaired employees.
A federal appeals court has cast doubt on the longstanding belief that independent contractors are never “employees” under the FMLA.
In highly competitive fields, it’s not unusual for bosses and subordinates to distrust one another. But when that distrust leads to one party badmouthing the other, that can spawn a lawsuit.
There’s flirting and then there’s sexual harassment. If the flirter is a supervisor, it’s probably sexual harassment whether or not there was any physical contact. Set a strict no-fraternization rule for supervisors and subordinates.