The HR Specialist: Minnesota Employment Law

You must provide all employees easy access to their pay records. It’s not enough to tell workers they can log in from a computer at home or elsewhere. Give them a place at work where they can easily and quickly check their pay.

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Employers have the right to set reasonable behavioral expectations for employees. This, of course, includes expecting that employees won’t sexually, or otherwise, harass employees. Feel free to make your anti-harassment policy as strict as you want.

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If managers somehow collude to discriminate against an employee, that may be grounds for a conspiracy lawsuit. It happened in a recent case.

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It usually happens like this: An employee comes to HR complaining that her boss said something inappropriate—maybe it was a sexually explicit joke, racial slur or offensive comment about someone’s religion. Then the supervisor gets angry at the employee for complaining and retaliates.

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No state has passed a law that outright bans bullying at work, and only one has come close. Yet don’t let that stop you from forging ahead with your own anti-bullying program.

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A Saint Louis Park, Minn., orthodontist has learned the hard way that you can’t offer a job but then rescind it when you learn your new hire is pregnant.

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Employees who claim they quit be-cause their employer wouldn’t address harassment or discrimination are eligible for unemployment compensation benefits—if they gave the employer a chance to remedy the situation.

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Generally, if an employer gives an employee consistently good reviews, courts will view that as evidence that the employer was satisfied with the worker’s job performance. An employee who alleges discrimination or retaliation can then use those good reviews to show that something else must have been the reason for a sudden discharge.

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Noting that health care workers are more than four times more likely than other employees to experience workplace violence, the Occupational Safety and Health Administration has launched a new website to help health care providers curtail violence at work.

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Some workers think that anytime their employer criticizes an emotional state or suggests therapy, the employer is “regarding” them as disabled. Thus, goes the argument, the employer violates the ADA when it tries to intervene.

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