The HR Specialist: Minnesota Employment Law

Companies are facing an aging population, prolonged careers and heightened discrimination risks. How do you create effective succession plans given these factors?

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Rudeness is likely to sneak into the workplace no matter how many civility rules you post. Unless the behavior is clearly abusive or obviously offensive to a protected class, don’t lose too much sleep over a potential lawsuit.

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Things are not peaceful at the Oasis Café in Stillwater. When the state’s higher minimum wage took effect on Aug. 1, the restaurant began charging a 35-cent “minimum wage fee” on each order. Restaurant management claims the charge is to highlight the burden the wage hike places on small businesses.

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Remind bosses: Be careful how you approach discussing potential retirement plans. Asking too often or in a way that’s not business-related may precipitate an age discrimination lawsuit if the employee loses her job or is demoted after such conversations.

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A female HR director delivered St. Cloud-based Royal Tire a kick when she sued the company for an Equal Pay Act violation.

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Here’s a surefire way to spur a lawsuit and ensure it goes to trial: Just fire an employee who has been the target of her boss’s racial slurs.

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A Minneapolis conveyor-belt company faces a disability discrimination suit after it allegedly refused to rehire an employee after he had a heart attack.

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Faced with declining revenues and staff shortages that mean more overtime hours, managers may be tempted to adjust time records to reflect fewer hours worked. But this is a dangerous tactic.

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Here’s a tip that may save you from unnecessary litigation: When it comes to disciplining a disruptive worker, focus on the behavior. Don’t speculate on the reason the employee may be disruptive.

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When the EEOC issues a so-called “right to sue” letter, the recipient has just 90 days to file a federal lawsuit. But courts are increasingly reluctant to dismiss cases filed within a few days of the deadline.

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