The HR Specialist: Minnesota Employment Law

Former employees who collect unemployment benefits while working part-time jobs must report that income.

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You can terminate an employee for missing work because he had to spend the night in jail. He won’t be eligible for unemployment benefits because the firing was for misconduct related to regular attendance.

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There’s only so much you can do to prevent a racially hostile work environment. Fortunately, courts understand those limitations and won’t hold it against you—provided you acted in good faith to stop harassment.

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While it’s unpleasant and unproductive, having a supervisor scream at subordinates isn’t grounds for a race discrimination lawsuit if he never uses racially offensive words.

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As technology becomes more and more intrusive, today’s employees naturally wonder how far their employers can pry. Carefully weigh whether any form of employee surveillance is right for your organization. 

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Minneapolis-based retail giant Target has agreed to remove any questions concerning job applicants’ criminal background from its applications nationwide.

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A class of 750 bartenders, waiters and security guards who worked for the now-defunct Drink and Spin nightclubs in Minneapolis has won a wage lawsuit that made it all the way to the Minnesota Supreme Court.

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When men and women work together, romantic relationships are bound to occur. Even rules that prohibit such relationships—at least between supervisors and subordinates—won’t stop that from happening. But an isolated affair isn’t a legal kiss of death.

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Employees who sue for bias must show that they suffered some harm from the discrimination they allege.

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A few years back, the U.S. Supreme Court ruled that chicken processing employees had to be paid for time spent putting on and taking off special protective clothing before and after their shifts. Since then, numerous lawsuits have challenged “donning and doffing” pay practices. Now, the 8th Circuit Court of Ap­peals has provided a bit of clarification.

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