The HR Specialist: Minnesota Employment Law

Employers that document the ADA’s interactive process and offer multiple options seldom lose lawsuits alleging failure to accommodate.

{ 0 comments }

So-called negligent retention doesn’t require employers to predict who may turn violent.

{ 0 comments }

Employers that have a solid anti-harassment policy and make sure employees understand it are far less likely to lose a sexual harassment lawsuit than those who don’t.

{ 0 comments }

If you have solid policy guidance on proper workplace behavior, you shouldn’t worry too much about punishing abusive or offensive online behavior that crosses the line into bullying or worse.

{ 0 comments }

As long as you conduct a fair and impartial investigation aimed at getting to the truth, courts don’t demand that you get every fact right.

{ 0 comments }

J.L. Schwieters faces charges it failed to investigate and stop severe racial harassment that a supervisor allegedly directed at two black carpenters.

{ 0 comments }

Chanhassan, Minn.-based Life Time Fitness will pay nearly a million dollars in back pay and liquidated damages to resolve charges it violated the Fair Labor Stan­d­­ards Act at fitness centers nationwide.

{ 0 comments }

Q. Many of our employees bring their hunting rifles and shotguns to work, especially on Fridays during hunting season. We generally prohibit guns or other weapons in the workplace. Can we stop employees from bringing their guns to work?

{ 0 comments }

Q. We have an employee who often appears to be inebriated at work. Can we require that he take an alcohol test? Can we require that he get into a rehab program to keep his job?

{ 0 comments }

Be careful of timekeeping methods that automatically clock workers out at the end of the shift.

{ 0 comments }

Page 3 of 115« First...234...102030...Last »